"GLASS CEILING" PHENOMENON

This reasoning would accord primacy to recruitment and selection. It is equally obvious, however, that if an overt company policy is in place that discriminates against women in the promotion to upper-management, it is of little consequence if they have either been recruited into or promoted into lower- and middle management positions. This line of reasoning would accord primacy to the existence of overt company policies against women in relation to the promotion to upper-management positions.

Two conclusions were drawn in relation to the preceding findings. First, bias in recruitment and bias in promotion of women to lower- and middle management positions, and the presence of overt policies discriminating against women in relation to the promotion to upper-management are equally important at a general level in relation to the discrimination against women in promotion to upper-management. Second, these factors assume differentiations in relative importance depending upon the unique characteristics of each individual organization, i.e., where an overt policy does not exist, bias in recruitment and promotion assume primacy of importance, and where bias in recruitment and promotion doe not exist, an overt discriminatory policy assumes a primacy of importance.

List of Tables ..................................... v

1 - INTRODUCTION .............................. 1

5 - SUMMARY AND CONCLUSIONS ................... 34

The principal methodological limitation of this study was that the sample was drawn from a single organization. To the extent that this focus organization was not representative of all American organizations, the findings of this study are not generalizable to all American organizations. The focus organization, however, is believed by the researcher to be characteristics of most American organizations.

General Procedures ........................ 6

Research Objectives ....................... 22

Scope and Limitations ..................... 6

The findings of this current study are generally consistent with the revelations gleaned from the literature. The specific findings of this current study which provide the strongest support the revelations gleaned from the literature are as follows:

Historically, women in the American workplace have occupied subordinate and subservient positions. In the late years of the twentieth century, many women workers in the United States find their roles essentially unchanged from those of the past. Many women have been permitted to enter managerial ranks. Once in those ranks, however, they often find any further advancement effectively blocked. The increase in employment participation by women has been accompanied by increasing numbers of women entering management. Progress for women in management, however, is often agonizingly slow.

 

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