Managing A Diverse Workforce

The gender pay gap is the difference between male and female earnings averaged in percentages. This difference in pay due to gender seems like it would be an obsolete practice in the twenty-first century, but it is real and is affecting millions of women and households in the country. In 2014, women working full time in the United States were paid 79 percent on average of what men were being paid, which is a gap of approximately 21 percent. This means that in the United States, females earned 94 cents on average to every dollar earned by males. According to one study by the Department of Labor’s Chief Economist, a typical 25-year-old woman working full time would earn $5,000 less over the course of her working career than a typical 25-year old man working in the same career. The reason why this pay gap exists does expand into other factors such as education, experience, the work being performed, qualifications, age, and ethnicity which are taken into account. The studies being conducted on the pay gap has economists verifying that discrimination is the best overall explanation and factor of the difference in pay between males and females.

1. What changes are occurring in our workforce today and are likely to continue into the future?

Meanwhile, the segregation of jobs by gender and other factors affect pay equity. A term used back in the 1980’s as a metaphor for the invisible and artificial barriers that blocked women and minorities from advancing up the corporate ladder to management and executive positions is called the glass ceiling (Hill, 2013). Louisville Women’s Careers Examiner argues “ Glass ceilings are still found in the workplaces, not only in the discrimination of pay scales, but also marked by sexual harassment, exploitation at work and as a feeling of insecurity in women due to conduct of the opposite sex” (Hill, 2013, p.33). Societal barriers that women tend to face are prejudice and bias, cultural, opportunity and attainment, gender, and color-based differences. Moreover, several other barriers women run into are governmental, business structural and internal businesses all of which have ramifications on their chances of success.

The “Glass Ceiling” is known as an invisible barrier that stops someone from gaining more success. In this case it deals with women in the workplace, not being able to move up in a company. Even though no one knows who started the phrase, “A widely read Wall Street Journal story in 1986 popularized the term”(Napikoski). The “Glass Ceiling” has played a big role in women not being able to be

The glass ceiling is an invisible barrier that prevents people from rising in ranks and achieving success. Most often it refers to people of the minority age,gender,or ethnicity who are unable to move forward.Even though this is a common situation it is mostly dominant in the world of business. No one is able to see what is stopping these minorities from achieving because the obstacles they hit are unseen. Three of the most common barriers that are created for minorities are lack of: promotions,skilled opportunities and pay raises.

In corporate America today, most women and even minorities find it difficult to shatter the glass ceiling since it is dominated by the male. Although some percentage of women have made progress in the corporate ladder. In context, the ceiling means that there is a certain limit that someone can climb in the hierarchy while glass emphasizes that

Glass ceiling is a barrier that prevents women and minorities from reaching to the top. It is senseless to believe that some companies believe women are not strong enough to advance to an executive level job. I believe that it is still unfair to both individuals, especially if they are qualified for the position. I believe that women can do the same things men can do. It was amazing to hear that there are 41 out of 1000 companies that are led by a female CEO.

The glass ceiling starts to form itself very early on. Glass ceiling is one of the most compelling metaphors used for analyzing inequality between men and women in the workplace. Appelbaum & Chambliss (1997 : 232) describe the term ‘’glass ceiling’’ as a seemingly invisible barrier to movement into the very top positions at all levels of employment in business and government, which makes it difficult for women to reach the top of their professions. We have seen powerful women like Hillary Clinton enter high political positions. Janet Reno was elected as the first woman Attorney General. Women such as Oprah Winfrey dominate the entertainment industry. Oprah has overcome

The glass ceiling starts to form itself very early on. From the moment a woman enters the work force after college, she is faced with much discrimination and unjust belief that she will not be able to do as well of a job than a man. A man and a woman, who both have the same education and training for a job, will have a considerable gap in their yearly income. In a first year job, a man will make approximately $14,619 compared to a woman who will make only $12,201. That is a pay gap of 17%(Gender Pay 1). There is no reason why there should be any gap in their incomes during the first year of their jobs. They have both had the same formal education and both have the same qualifications necessary for the job, yet

It is a concept or term that is used to refer to the barriers faced by minorities, but primarily women, who attempt to attain senior level positions in corporations, the government, education, and other organizations. These women are in a sense blocked from senior level positions just because of the fact that they are women and not men. This is how the term, the “glass ceiling” came about. Although women have made huge steps in the corporate world and have played key roles in organizations success, the corporate world is still male dominant. This has to do largely in the fact that almost all the men in corporations hold the higher level positions. There are very few corporations when one thinks about how many corporations there are in the world that actually have a woman running it or holding a senior level position in that corporation. An important study was done by Rosabeth Moss Kanter in her book, Men and Women of the Corporation. In it she documents organizational inequality and argues that the barriers women face in predominantly male occupations can be attributed to their numerical minority in organizations. Although they may have similar qualifications the organizational structure nevertheless promotes gender differentiation through the mechanism of tokenism (Williams,

In the current age of globalization that is characterized by the intense competition among world corporations, strategic Human Resource Management (HRM) has become vital for the success of organizations. As a growing number of corporations around the world are turning into being multinational in nature, the workforce in such multinational corporations (MNCs) are increasingly becoming diverse, in regard to its cultural, economic, social, and personal attributes. As such, implementing a strategic approach in managing such diverse workforce is one of the pivotal roles of managers and administrators, in an attempt to put the interests of both employees and employers in the same direction (Kuo,

This phenomenon and boundaries are experienced by women as well as other racial groups. The "Glass Ceiling" exists, and can be seen in statistics where women are passed over for promotion. The 'Glass Ceiling' effect significantly affects a few women specifically. In a survey by the Institute of Leadership and Management, 73% of women involved stated they faced the "Glass Ceiling" - they felt barriers still existed for them when looking for promotion. Why are women continuously seen as the inferior gender when this is unfair and against the law?

The concept of the ‘Glass ceiling’ was enacted into the US system in 1979. Glass ceiling is a term that symbolizes the boundaries confronted by women and minorities as they try to improve their employment status. Numerous studies affirmed that in other to be

According to Catalyst survey, women possess enhanced skill sets than men; they are still a meager number in the corporate America. Why? The Glass ceiling and Glass cliff are the reasons why. According to Harvard Business School research, “The Glass ceiling is a barrier, so subtle that it remains transparent, yet so strong that it prevents women from moving up the corporate hierarchy.” On the other hand, the glass cliff describes the phenomenon of women in leadership roles such as C-level, being more likely

Also, several historical customs have continued to hinder the success of female individuals in various societies. Due to these customs, the glass ceiling has been created above females in their place of work. This is a serious impediment that exists within businesses that have prevented highly qualified and learned women and people from minority groups from reaching their potential in leadership positions in various corporations.