The glass ceiling is an invisible barrier in organizations that prevents many women and minorities from achieving top-level management positions. In 1995, the Glass Ceiling Commission released its first report and found that only 5 percent of the senior-level managers in Fortune 1000 companies are women. This report identified three barriers to the advancement of women and minorities:1.Societal barriers exist that are likely outside the control of business.2.Internal structural barriers are present that are under the direct control of business, including recruitment policies and corporate cultures.3.There are governmental barriers such as insufficient monitoring and enforcementTaking care of the family is a major reason why women don’t advance as fast as men. “We don’t play golf on Saturday mornings” (Diana Bennett, president of D.L. Bennett & Associates). Whereas men may informally move up the ladder during a golf game, women are likely to be doing house chores and spending time with the kids.Bennett suggests that instead of playing golf on Saturdays, women should join civic, charitable, and business boards in order to work their way up. “But if you’re going to join a board, be involved, (Business Journal).Avery small number of women believe that the so-called glass ceiling can be broken. One of them is Carly Fiorina who took over Hewlett-Packard, becoming the first women CEO of a Dow 30 firm. She prefers that the focus be on her considerable achievements as an executive with AT&T and not because of her sex.According to an industry panel, the glass ceiling for women in banking remains, but is weakening. Indeed “there is a glass ceiling in a lot of companies still”, said Judith Dunn Fisher, who broke through April 1 when she was promoted to chief financial officer at Huntington Bancshares Inc. The fact is that just recently the value of women and their ability to contribute to a company ...
