The Glass Ceiling Effect impacts different groups in society, including women, minorities, the elderly, Deaf individuals, blind individuals, and handicapped individuals. Nevertheless, a solution to this issue can be found by acknowledging that despite our differences, we are all equal in the eyes of God and should receive fair treatment.
According to Schermerhorn in our Management 10e, the “Glass Ceiling Effect” refers to an invisible barrier or ceiling that hinders the career growth of women and minorities. This discrimination is different from other barriers such as educational or experience requirements. The “Glass Ceiling” specifically prohibits qualified individuals from progressing within a corporation. Those affected by this barrier can include women, ethnic minorities, older individuals, overweight women, obese men and women, individuals with hearing or visual impairments, disabled individuals, and many others who experience discrimination or the “Glass Ceiling Effect.”
The glass ceiling is a term that describes the obstacles women encounter upon entering the workforce after completing their college education. These barriers encompass discrimination and biased perceptions of women as being lesser than men. Despite receiving equal levels of education and training, there exists a notable discrepancy in their annual earnings. According to an article on paperstore.com, during their initial year of employment, men earn approximately $14,619 while women only earn $12,201 – thus creating a pay gap of 17%. This unfair difference in income happens early on in their professional journeys.
A group of 1.5 million women has filed a lawsuit against Wal-Mart, alleging unfair compensation and limited career advancement opportunities. The claim accuses Wal-Mart of engaging in discriminatory practices that favor men over women in promotions and fail to provide equal pay for equal work.
Discrimination is also experienced by overweight individuals. In 1974, while I was in High School, I was also simultaneously attending Vo-Tech. Our school had a visit from a representative of the phone company who came to recruit draftsmen for job positions. He told me that after finishing High School, I should approach him and he would provide me with a job opportunity.
After graduating, I went to the company anticipating a job opportunity. However, the secretary informed me that they were not currently hiring. I explained to her that the boss had instructed me to come and inquire about a job, assuring me the position would be granted. Regrettably, she specified that they only recruited individuals with a professional appearance. Although I was dressed suitably, my overweight appearance did not meet her standards of professionalism. Consequently, she refused to notify the boss of my presence.
Discrimination is often justified by people claiming to protect others or searching for reasons to belittle them, sometimes resorting to fabricating stories to “keep them in their place,” as I’ve heard some say. One notable incident exemplifying this excuse of protection occurred in 1977 involving a Deaf man. In that year, we resided in Augusta, GA, where a paper mill refused to hire the Deaf man, alleging that he wouldn’t hear the alarm if a large paper roll fell and began rolling towards him. In reality, the Deaf individual would probably notice the issue before a hearing person, given their strong visual orientation. Additionally, even a hearing person would struggle to move quickly enough to avoid being hit by that paper.
The company was sued by a Deaf man and, as a result of a recent law, he won the case and was given the job. Discrimination against the Deaf community has always been a battle they have had to fight. Frequently, people are unwilling to take the time to explain their requests to Deaf individuals, assuming they are unable to communicate. However, Deaf individuals can always communicate through writing and have interpreters present in meetings and other situations. Like most minorities, the Deaf community is known for their diligent work ethic. They should not be disregarded for career advancement based on their Deafness or minority status.
Advocacy for individuals with disabilities has increased and gained attention since the 1970s, both nationally and internationally. This progress can be attributed to the introduction of the Rehabilitation Act in 1973. The Americans with Disabilities Act of 1990, specifically Title I, ensures that employers cannot discriminate against qualified individuals with disabilities in terms of job placement, promotion, or any other employment-related matter. According to data from the Federal Glass Ceiling Commission, a significant majority (97%) of senior managers in Fortune 1000 Industrial and Fortune 500 companies are white males. Despite ethnic minorities and women comprising a substantial portion (57%) of the workforce, this inequality continues to persist.
The study revealed that African, Hispanic (Latino), and Asian Americans in similar job positions experience wage disparities. Moreover, African Americans face the most significant discrepancy, earning 21% less than their White counterparts while performing the same tasks. Within private industries, universities, and the Federal government, Asian Americans encounter the greatest obstacles in advancing to managerial roles. In these sectors, which employ approximately 2.1 million Asian American individuals, their chances of reaching management are only 55% of the national average in private industries, 41% in universities, and 30% in the Federal government.
In order to foster inclusivity and equal opportunities, it is crucial to consistently acknowledge and appreciate the skills and potential of every individual. Instead of solely prioritizing diversity quotas and avoiding accusations of discrimination, we should genuinely recognize the unique contributions brought by each person. By making incremental changes, we can confront biases and prejudices. The United States aspires to be a role model of righteousness that others can admire, much like a student seeking guidance from a mentor. Our objective should be to determine ethical correctness, conduct ourselves appropriately, and engage in morally upright actions.
It is crucial for our nation to act as a role model and establish the global standard. Yet, if we fail to effectively carry out our responsibilities, it becomes difficult for other nations to adopt change. Despite our endeavors in promoting democracy, they ridicule our democratic practices. Although there has been progress in addressing the dominance of white males, there remains considerable work ahead to fully embody the American belief that “All men are created equal.”
Regardless of gender, we are all equal as children of God according to His teachings. These verses apply universally, not only to males. Therefore, it is vital that job opportunities prioritize qualifications over factors such as gender, race, age, disability, or any marginalized group. It is disheartening to see the slow progress towards achieving equality despite more than 200 years passing since its establishment.
To conclude, Paul Igasaki, a columnist with IM Diversity, emphasizes that despite the negative connotations and occasional misuse, affirmative action is a practical solution that benefits businesses. The harmful impact of the glass ceiling affects everyone and hinders the diversity that sets America apart and empowers it. Therefore, it is essential for us all to collaborate in order to put an end to the Glass Ceiling Effect; otherwise, meaningful change will never occur.
