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Ethics

The Glass Ceiling

Module 04- Session Long Project



    Russell Madden, the author of “Shattering the Glass Ceiling, gives an analogy of the “glass ceiling as follows:   “If glass ceilings existed, they would allow people to see through to the world above them.   Because glass is clear, those existing under such a ceiling might not, at first, even notice that a barrier was in place which separates them from higher levels.   Yet if they tried to pass through, they would quickly learn that the ceiling prevented any such rise.”   The foregoing describes the invisible and artificial barrier that is alleged to keep women and minorities from advancing to senior leadership positions in organizations.   Thus, we have the concept of “glass ceiling!”   The “glass ceiling” is distinguished from formal barriers to advancement, such as education or experience requirements.   This term was first coined in 1986.
    One of the major indicators that serve to explain the concept of the “glass ceiling” is the inequality that exists between males and females.   Some would believe that this gender gap is really the barrier that blocks women’s advancement in the business world.   They point out that moving up the corporate ladder is frequently based on principles men learn as they are growing up.   It is further believed that men learn early that much of life emulates team sports and embraces the military’s chain of command concept.   Women, on the other hand, are purportedly at a disadvantaged because they fail to understand the importance of office politics, going through proper channels, and being able to make decisions quickly.   Unfortunately, the gender inequalities are often embedded within the social hierarchy and this affects who is seen as best fit for leadership roles.  
    In a case study by Lyness and Hielman (2006), it was found that women were less likely to be promoted than males, and if they were promoted, they had stronger performance ratings than males.   Also, in...