Essays on Diversity Management and Glass Ceiling - Improving Gender Inequality in the Workplace Essay

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The paper “ Diversity Management and Glass Ceiling - Improving Gender Inequality in the Workplace” is an example of an essay on human resources. Diversity Management is a process that aims at maintaining and promoting a favorable environment at work. It promotes and ensures that differences among individuals are recognized and respected. This helps in encouraging workers or employees to be comfortable at their workplace and to appreciate differences in gender, race, sex, and background. Diversity management deals with acceptance. Gender inequality is one of the issues that diversity management tries to handle (Harris, 2008).

A lot of women are not able to break through the glass ceiling. Managers and organizations should put in measures that improve gender equality in the workplace. Glass CeilingThe glass ceiling refers to barriers that prevent women and minority groups from rising up the corporate business ladder (Harris, 2008). A lot of business organizations lack women leaders and are led by men. Women over the years have faced the problem of leadership. They are quite often overlooked by men at work. There are many barriers that hinder women from breaking through the glass ceiling.

The barriers that hinder women from breaking through the glass ceiling are varied and quite complex. Reasons why few women have been able to break through the glass ceilingThere are quite a number of reasons why few women have been able to break through the glass ceiling. One of the reasons is stereotyping. Gender stereotyping is one of the main reasons why women always pursue careers. It is also the reason why in the labor market we have vertical and horizontal segregation of jobs. Gender stereotyping in the workplace holds the belief that certain positions are for women and other men.

Women, for example, may not be assigned senior positions due to the belief that they may change the managing process due to their gender. Women may also not be awarded positions that require a lot of commitment due to the belief that women cannot undertake tasks that require a lot of commitment and consume one’ s time (Williams, 2010). Education is another reason why few women are able to break through the glass ceiling.

Naturally, men are more educated than women. It is perceived that more boys are enrolled in schools than girls. The rate of dropouts in girls is higher than in boys. The quality and nature of education and training for males and females also pose a barrier for women competing with men for managerial positions or promotions (Caroline, 2008). Women who have the same academic qualifications as other men may not be considered for managerial positions when competing with each other. This is because men are considered to be more skilled and educated despite the fact that they may hold the same academic qualifications as women.

Education is, thus, one of the reasons why few women have been able to break through the glass ceiling. Family responsibility is another reason why few women are able to break the glass ceiling. Women have many responsibilities. Family is one of the responsibilities they have. Women are required to be there for their children (Burke, 2014). They should not work for long hours and should give their family more attention. This means that they cannot take jobs or managerial positions that require their undivided attention.

Women who have just given birth cannot be awarded managerial positions that require them to be physically available at all times. Young mothers are also required to be there for their young children. They, thus, cannot be awarded top managerial positions in an organization. Women who take up managerial positions and do not have children are often disregarded by their fellow women. This is because many women view family and children as an important part of their life.

References

Williams, C. (2010). Gender Sexuality in the Workplace. New York: Lea and Blanchard

Burke, R. (2014). Gender in Organizations. Cambridge: Cambridge University Press.

Caroline, G. (2008). Embodying Women’s Work. Massachusetts: McGraw Hill

Harris, C. (2008). Through the glass feeling: Success Strategies for Female. New York: New York University Press.

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