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BY
SHALINI SINHA (2013331)
IMT NAGPUR 2013-15
Glass Ceiling At Workplace
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What is this Glass Ceiling?
• The term “glass ceiling” was first used by Carol Hymowitz andTimothy D. Schellhardt in their March 24, 1986 article in the WallStreet Journal, “The Glass Ceiling: Why Women Can’t Seem to Breakthe Invisible Barrier That Blocks Them from the Top Job.”
• ‘Glass ceiling’ refers to the notional barrier that women face whenthey attempt to gain access to the highest echelons of leadership.
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A Reality or Myth?
Reports and surveys indicate:
• Women constitute 24 percent of the workforce in India
• Only 5 percent of these reach the top layer, compared to a global average of 20percent.
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Corporate world argues:
• Glass ceiling exists in the mind of the women.
•
Low representation of women in business schools which culminates into fewer women in the corporate world.
• Top leaders suggest that the onus must lie with women. They should stand by with determination and fight it out.
What women feel:
• Till mid-level, the growth is inclusive for both genders. But the glass ceiling
becomes more stark as they climb up the hierarchy in the company.
• Women managers usually lack role models at the workplace. They may look upto male leaders, but they cannot to help them navigate the challenges of femalestereotypes!
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Researchers argue:
• Researchers Alice H. Eagly and Linda L. Carli argue that the obstacles women face
at the workforce are more aptly described as a “labyrinth” than a “glass ceiling”.
• According to them, it is not a single obstacle that women run into at a particularlevel of the hierarchy.
The Labyrinth:
• Stereotyping certain jobs as “feminine” and senior leadership roles as“masculine”
• Exaggerated notions about women’s leadership
• Juggling with family demands
• Isolation from informal networks at work
• Lack of female role models at workplace
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The Road Ahead For Women
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• British Prime Minister Margaret Thatcher once said, ‘You can’t lead from thecrowd’
•Be willing to rock the boat
• Women must not let themselves be intimidated
•Embrace risk as crucial to your success
How organisations can help:
• Facilitate networking with other women in leadership roles
• Avoiding tokenism in work teams
• Encourage career “customization” as per employee life stage
Realise your worth!
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Source
•
http://www.shrmindia.org • http://www.forbes.com • http://forbesindia.com • Cartoon – www.boilingpointcartoon.com