Author: Sharon L. Harlan
Publisher:
ISBN:
Category : Discrimination
Languages : en
Pages : 73

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Book Description

Author: Keith James
Publisher:
ISBN:
Category : Americans
Languages : en
Pages : 104

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Book Description

Author: Nancy A. Peltonen
Publisher:
ISBN:
Category : Sex discrimination against women
Languages : en
Pages : 128

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Book Description

Author: Bette Woody
Publisher:
ISBN:
Category : Career development
Languages : en
Pages : 224

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Book Description

Author: National Research Council
Publisher: National Academies Press
ISBN: 0309049911
Category : Business & Economics
Languages : en
Pages : 143

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Book Description
This book, based on a conference, examines both quantitative and qualitative evidence regarding the low employment of women scientists and engineers in the industrial work force of the United States, as well as corporate responses to this underparticipation. It addresses the statistics underlying the question "Why so few?" and assesses issues related to the working environment and attrition of women professionals.

Author: Ronald J. Burke
Publisher: Edward Elgar Publishing
ISBN: 9781845423452
Category : Business & Economics
Languages : en
Pages : 392

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Book Description
This book documents the progress that managerial and professional women have made in advancing their careers, and the challenges and opportunities that remain. In the context of increasing numbers of women entering the workplace and indeed pursuing profes

Author: Catalyst, inc
Publisher: Catalyst
ISBN: 0895842459
Category : Social Science
Languages : en
Pages : 47

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Book Description
This Study Is About African-American Women In Corporate Management And Provides Relevant Action Steps For Companies And Managers To Tap Into The Talent Of This Workforce.

Author: Colleen Ammerman
Publisher: Harvard Business Press
ISBN: 1633695948
Category : Business & Economics
Languages : en
Pages : 184

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Book Description
Why the gender gap persists and how we can close it. For years women have made up the majority of college-educated workers in the United States. In 2019, the gap between the percentage of women and the percentage of men in the workforce was the smallest on record. But despite these statistics, women remain underrepresented in positions of power and status, with the highest-paying jobs the most gender-imbalanced. Even in fields where the numbers of men and women are roughly equal, or where women actually make up the majority, leadership ranks remain male-dominated. The persistence of these inequalities begs the question: Why haven't we made more progress? In Glass Half-Broken, Colleen Ammerman and Boris Groysberg reveal the pervasive organizational obstacles and managerial actions—limited opportunities for development, lack of role models and sponsors, and bias in hiring, compensation, and promotion—that create gender imbalances. Bringing to light the key findings from the latest research in psychology, sociology, organizational behavior, and economics, Ammerman and Groysberg show that throughout their careers—from entry-level to mid-level to senior-level positions—women get pushed out of the leadership pipeline, each time for different reasons. Presenting organizational and managerial strategies designed to weaken and ultimately break down these barriers, Glass Half-Broken is the authoritative resource that managers and leaders at all levels can use to finally shatter the glass ceiling.

Author: Veronica Hernandez Romo
Publisher:
ISBN:
Category :
Languages : en
Pages : 0

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Book Description
The number of women joining the workforce has increased over the decades. Since then, women have faced challenges and barriers that interfere with their career development when wanting to promote. To this date, those challenges are still present. This paper will elaborate on women in the public sector and the challenges and barriers they face and must overcome during their career advancement. It will also discuss efforts to reduce those barriers, the possible solutions to help improve women's underrepresentation, and the remaining hurdles present today. Examining gender inequality is essential to create and to vitalize a diverse and inclusive workplace. This study was limited to secondary qualitative research using peer-reviewed journals, government articles, books, and other scholarly works.

Author: United States. Department of Labor
Publisher:
ISBN:
Category : Business & Economics
Languages : en
Pages : 52

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Book Description
The "glass ceiling" refers to those barriers that have prevented the advancement of women and minorities into the top levels of executive management in major U.S. corporations. In 1991, the U.S. Department of Labor released a report describing the Glass Ceiling Initiative. This document reports on what occurred in the year following the beginning of this initiative. The overall message is that while progress has been made in the workplace by minorities and women, the commitment and actions that led to the progress must be maintained and enhanced if the goal of full and equal employment opportunity is to be realized. The report discusses recent research data on workplace advancement, which show mixed results. Also noted is Department of Labor data on federal contractors, which show that minorities and women have made progress over the past 10 years. Much of the report concerns the progress of those companies the Department of Labor has monitored through Glass Ceiling Initiative pilot reviews and compliance reviews. These data are presented in anecdotal fashion highlighting a number of examples which show that glass ceiling barriers can be removed. The report cites the following barriers to career advancement and notes that they warrant greater attention: recruitment practices, lack of opportunity to contribute and participate in corporate development practices, general lack of corporate ownership of equal opportunity principles, performance measures, and mobility. The following methods are cited as successful approaches to removing glass ceiling barriers: tracking women and minorities with advancement potential, ensuring access and visibility, ensuring a bias-free workplace, and continued placement of women and minorities into entry-level professional positions. (DB)