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What is Glass Ceiling

Chapter 295
Encyclopedia of Information Science and Technology, Fourth Edition
Subtle barriers that exist to prevent women from rising to the top of the corporate ladder in the same way that men do.
Published in Chapter:
How Exclusive Work Climates Create Barriers for Women in IS&T
Katelyn R. Reynoldson (Old Dominion University, USA) and Debra A. Major (Old Dominion University, USA)
Copyright: © 2018 |Pages: 11
DOI: 10.4018/978-1-5225-2255-3.ch295
Abstract
Exclusive climates are associated with negative outcomes such as feelings of anxiety. Furthermore, barriers may arise for women when they experience exclusive climates in the IS&T workplace. This chapter examines several barriers women may encounter, including stereotypes, stereotype threat, the motherhood penalty, work-family conflict, and mentoring. As women are underrepresented in IS&T, recommendations for future research include building more inclusive climates in IS&T workplaces for women and mitigating the obstacles women may face while working in the field.
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More Results
Chapter 12
Women in Higher Education Administration Leadership and the Role of Institutional Support
A metaphor for the intangible systemic barriers preventing women from obtaining senior-level positions ( ACE, 2017 ).
Published in Chapter: Women in Higher Education Administration Leadership and the Role of Institutional Support; From: Accessibility and Diversity in the 21st Century University
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Chapter 43
Social Perceptions, Gender Roles, and Female Leadership: A Theoretical Grounding for Understanding the Underrepresentation of Women in Top-Level Management
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Chapter 8
The Gender Pay Gap in Medicine: Causes and Solutions
An invisible barrier to advancement in a profession, especially affecting women and members of minorities.
Published in Chapter: The Gender Pay Gap in Medicine: Causes and Solutions; From: Gender Equity in the Medical Profession
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Chapter 10
Rising to the Top One Rung at a Time
The invisible barrier hindering the advancement of women in their professional lives.
Published in Chapter: Rising to the Top One Rung at a Time; From: Black Female Leaders in Academia: Eliminating the Glass Ceiling With Efficacy, Exuberance, and Excellence
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Chapter 7
Women's Empowerment as a Tool for Sustainable Development of Higher Education and Research in the Digital Age
Systemic culture-based barrier preventing women from advancing to the most influential and beneficial positions in organizational and social hierarchic structures.
Published in Chapter: Women's Empowerment as a Tool for Sustainable Development of Higher Education and Research in the Digital Age; From: Stagnancy Issues and Change Initiatives for Global Education in the Digital Age
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Chapter 11
Women in Organizations: Challenges for Management
An abstract barrier that keeps women from rising to the upper levels in the corporate ladder, irrespective of their qualifications or achievements.
Published in Chapter: Women in Organizations: Challenges for Management; From: Handbook of Research on Contemporary Approaches in Management and Organizational Strategy
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Chapter 4
Overcoming Barriers
The glass ceiling metaphor represents unseen and unsanctioned barriers, in an ostensibly nondiscriminatory organization, that prevent women from securing top leadership roles. These barriers preventing women from progressing into top leadership roles are even found in female-dominated occupations, professions where men ride a glass escalator up to the top positions (Hoyt, 2010, p.485). Participants on this study used the words glass ceiling to define the barriers they faced based on their ethnicity, appearance, gender, and age.
Published in Chapter: Overcoming Barriers; From: Hispanic Women/Latina Leaders Overcoming Barriers in Higher Education
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Chapter 299
An Inclusive IS&T Work Climate
The condition in which men hold top-level positions and women are limited in their ability to move up due to barriers that are not readily apparent.
Published in Chapter: An Inclusive IS&T Work Climate; From: Encyclopedia of Information Science and Technology, Second Edition
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Chapter 7
The Politics of Servitude
The concept or phenomena that people of color or females face extensive barriers to obtain senior-level positions and often can never break through the glass ceiling regardless of experience, credentials, or previously produced work products.
Published in Chapter: The Politics of Servitude; From: Analyzing Black History From Slavery Through Racial Profiling by Police
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Chapter 7
Nobody Knows the Troubles That I See: Perceptions of African American Women Professors Regarding Their Lived Experiences in the Academy
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Chapter 1
Information and Communication Technologies and Feminization U Hypothesis: Empirical Analysis for Turkey
A term coined by Marilyn Loden in 1978 for the discrimination against women in their career advancements. In a broader context, it refers to difficulties and invisible barriers, such as social barriers, including norms and biases, preventing minorities’ promotion to higher management positions in their jobs.
Published in Chapter: Information and Communication Technologies and Feminization U Hypothesis: Empirical Analysis for Turkey; From: Economic and Social Implications of Information and Communication Technologies
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Chapter 11
Path to College Presidency: Being African American and Female
An intangible barrier within a hierarchy that prevents women or minorities from obtaining upper-level positions (Merriam-Webster, n.d.).
Published in Chapter: Path to College Presidency: Being African American and Female; From: Black Female Leaders in Academia: Eliminating the Glass Ceiling With Efficacy, Exuberance, and Excellence
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Chapter 12
Dealing With Mavericks in the Workplace
An informal or a conversational term used to describe the obstacles that females, especially Women of Color, confront in the workplace in attempting to seek upper management and leadership positions. In 1991, the U.S. Department of Labor established the Glass Ceiling Act that addresses the elimination of invisible barriers for the advancement of women and minorities in all organizations.
Published in Chapter: Dealing With Mavericks in the Workplace; From: Perspectives on Women in Management and the Global Labor Market
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Chapter 1
Conceptualizing Gender Mainstreaming and Women Empowerment in the 21st Century
It is the invisible barrier (glass) through which women can see elite positions but cannot reach them (‘ceiling’). The artificial barriers based on attitudinal or organizational or socio cultural bias prevent qualified women from advancing upward in their organization into managerial positions.
Published in Chapter: Conceptualizing Gender Mainstreaming and Women Empowerment in the 21st Century; From: Handbook of Research on New Dimensions of Gender Mainstreaming and Women Empowerment
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Chapter 4
Underrepresentation of Women in High Tech: Attraction-Selection-Attrition Theory
An unofficially acknowledged barrier to advancement in a profession, especially affecting women and members of minorities.
Published in Chapter: Underrepresentation of Women in High Tech: Attraction-Selection-Attrition Theory; From: Global Perspectives on Maintaining Gender, Age, and Religious Diversity in the Workplace
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Chapter 52
Women and STEM
The cultural and social constructs that prevent a disenfranchised group from gaining economic and positional power.
Published in Chapter: Women and STEM; From: Handbook of Research on Education and Technology in a Changing Society
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Chapter 13
Engendering the Field of STEM
The institutionalized barriers that inhibit the participation of women in the STEM sector especially in the decision making positions.
Published in Chapter: Engendering the Field of STEM; From: Handbook of Research on Future Opportunities for Technology Management Education
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Chapter 5
Systemic Gender Barriers in the Building and Construction Industry: Co-Preneurs as Managers
Experienced by women seeking to advance their careers who for no rational reason are unable to progress. The glass ceiling is not visible so difficult to challenge and the sought location is clearly visible, but unattainable. The concept of the glass ceiling proposes that this is because of gendered assumptions about capacity and motivation.
Published in Chapter: Systemic Gender Barriers in the Building and Construction Industry: Co-Preneurs as Managers; From: Contemporary Global Perspectives on Gender Economics
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Chapter 49
Women in Leadership: Barriers to Upward Social Mobility
An invisible barrier that limits/prevents women and minorities from ascending to the highest levels of leadership.
Published in Chapter: Women in Leadership: Barriers to Upward Social Mobility; From: Encyclopedia of Strategic Leadership and Management
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Chapter 7
Are Indian Higher Education Institutions Doing Their Bit Towards Empowerment of Mid-Career Women?: A Study of Public and Private Universities in India
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Chapter 1
Gender Inequality in Work Organizations: What HRM Practices Mean for Gender Inequality
A metaphor is used to refer to the invisible artificial barriers resulting from organizational and psychological practices within the work organization that prevent women from climbing the ladders of the career.
Published in Chapter: Gender Inequality in Work Organizations: What HRM Practices Mean for Gender Inequality; From: Macro and Micro-Level Issues Surrounding Women in the Workforce: Emerging Research and Opportunities
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Chapter 72
Building Inclusive IS&T Work Climates for Women and Men
The condition in which men hold top-level positions and women are limited in their ability to move up due to barriers that are not readily apparent.
Published in Chapter: Building Inclusive IS&T Work Climates for Women and Men; From: Encyclopedia of Information Science and Technology, Third Edition
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