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Cracking the Glass Ceiling

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Cracking the Glass Ceiling Powered By Docstoc
					     Breaking
        the
   Glass Ceiling
Women’s Leadership Summit
                UMBC
                AN HONORS
                UNIVERSITY
               IN M A R Y L A N D




               PRESIDENT’S
               COMMISSION FOR

               WOMEN
                March 1, 2006


     A Presentation by Adrienne L. Mercer
                    Breaking
                       the
                  Glass Ceiling
 “Glass ceiling” – a definition

 An unofficial barrier to opportunities within
  an organization or company which is
  perceived to prevent protected classes of
  workers, particularly women, from
  advancing to higher positions.


                                                  2
                      Breaking
                         the
                    Glass Ceiling
 “Glass ceiling”

   The term was originally used by Carol
    Hymowitz and Timothy Schellhardt in a
    March 24,1986 Wall Street Journal article.

   The term is distinguished from other barriers
    to advancement such as education or
    experience.
                                                    3
                      Breaking
                         the
                    Glass Ceiling
 “Glass ceiling”
   The Federal Glass Ceiling Commission -
      The Commission was a 21-member bipartisan
      body appointed by President Bush, as mandated
      by the Civil Rights Act of 1991.

      The goal of the Commission was to identify the
      glass ceiling barriers that blocked the
      advancement of minorities and women to decision
      making positions in the private sector.

                                                        4
                       Breaking
                          the
                     Glass Ceiling
 “Glass ceiling”
   The Commission reported the following as
    barriers to career advancement:

      Inadequate recruitment practices.
      Lack of opportunity to contribute to, and
       participate in, corporate development programs.
      Lack of top level ‘ownership’ of EEO principles.


                                                          5
                          Breaking
                             the
                        Glass Ceiling
 “Glass ceiling”
   The Commission’s report highlighted the following as
    creative and effective strategies for providing access
    to middle and upper management opportunities:
       Carefully-monitored management development plans.
       Increased emphasis on the recruitment of qualified minority
        men and women of all races.
       Initiation of scholarship programs for minority men and
        women of all races pursuing technical degrees.
       Implementation of corporate-wide diversity training and
        awareness programs.
       Top management commitment to equal access to upper level
        opportunities.

                                                                      6
                          Breaking
                             the
                        Glass Ceiling
 Glass ceiling”
      Note: The Commission’s report stated that only 5% of the
       senior managers at Fortune 1000 companies were women.
       This figure overlooked the fact that, of the qualified labor
       pool, women were accurately reflected in those senior
       management positions. This figure was not reflective of the
       representation of management positions in the National
       workforce. In actuality, though women represented 46% of
       the U.S. labor force, women held about half of all
       management jobs.

      Since the Commission’s report was released, the number of
       women in Fortune 500 senior management positions has
       tripled.

                                                                      7
                      Breaking
                         the
                    Glass Ceiling
 Glass ceiling”
   Question - Does this mean that (workplace)
    discrimination against women is no longer an
    issue?
   Answer – NO.
       While women have made dramatic gains in the
      public, private and political arenas, formal legal
      processes and protections are still necessary to
      address discrimination and retaliation.


                                                           8
                     Breaking
                        the
                   Glass Ceiling
 Glass ceiling”


   Question – If/since the glass ceiling exists,
    what do we do about it?




                                                    9
                                              Breaking
                                                 the
                                            Glass Ceiling
   Be Prepared.
        There is no substitute for competence.
        Don’t neglect to plan.
        Identify you personal vision, mission, and goals.
        Look for opportunities; do your research.

   Be Patient.
        Don’t insist on overnight success. You may miss valuable lessons along the way.


   Be Personable , Dependable, and Generous.
        Good manners, friendliness, teamwork, excellence, grace, and forgiveness will never be out of style.
        Integrity, trustworthiness, loyalty and a good sense of humor are invaluable.
        Deliver the goods.
        Give back.

   Be Teachable and a Teacher.
        Understand the value of flexibility, mentors, and mentoring.

   Be Introspective, Purposeful, and Soulful.
        Understand your bent.
        Find out what you like to do, and then do it.
        Maintain balance. Count the cost.

                                                                                                                10
                          Breaking
                             the
                        Glass Ceiling
 Finally…

   Be Determined…

      Not to crack, force open or break the glass ceiling, but rather
       to experience a graceful ascent based on choice, character,
       commitment, creativity, and circumstances.

      Not to aim for the ceiling, when the universe may be your
       limit.


                                                                     11

				
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