There is persistent discrimination against women in promotion which keeps women in low wage positions with little opportunities for upward mobility. Women face a double obstacle in attempting to achieve workplace equality mainly because the centuries old gender ideologies bar them from entering well-paying occupations, and when they enter those well-paying fields they are prevented from moving up. Women representation at the top level of management is proportionately very low compared to men. There is a solid glass ceiling that exists and that resists women’s movement in their upward ladder of career growth. This suggests that there need to be systemic changes if companies are serious about bringing in greater diversity in their management and encouraging competent women to overcome the hurdles that society places in their career path”. The very fact of women being adequately represented in the work-force, but hardly present in the senior managerial positions has been labelled as “the glass ceiling”, “a barrier so delicate that it is transparent, yet so strong that it prevents women from moving up in the management hierarchy. The “glass ceiling” comes in many forms: women’s under-representation at the corporate hierarchy, gendered wage gap, occupational segregation, discriminative corporate policies, lack of attention to the specific needs women have, sexual harassment at the workplace, and exclusion of women from informal networks.
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Glass Ceiling in Corporate World