Дисертації: "Glass ceiling"

1

Da, Ros Alessia <1995&gt. "In case of emergency break the Glass Ceiling. A legal analysis of glass ceiling and sexual harassment in the workplace." Master's Degree Thesis, Università Ca' Foscari Venezia, 2019. http://hdl.handle.net/10579/16207.

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La violenza contro le donne è una delle forme di ineguaglianza più oppressive che si espande a livello globale. L'elaborato analizzerà in primo luogo la violenza come fenomeno sociale, approfondendo le origini e lo sviluppo della stessa e della violenza basata sul genere. Si concentrerà, in seguito, sulla violenza commessa nel luogo di lavoro e le discriminazioni, in particolare le molestie sessuali e la segregazione occupazionale, sia orizzontale che verticale. Particolare attenzione verrà posta sul fenomeno del soffitto di cristallo, l'indice utilizzato come unità di misura e le conseguenze di tale problema. Infine, si analizzerà il quadro giuridico internazionale ed Europeo contro le molestie sessuali e le misure di contrasto al fenomeno del glass ceiling, con conseguenti considerazioni sull’effettività delle stesse.

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Morris, Samantha A. "Examining Gender Differences in Hitting the Glass Ceiling and Riding the Glass Escalator." Ohio University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1273151857.

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3

Baker, Cortney. "Women leaders in healthcare| Going beyond the glass ceiling." Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3739568.

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Between 2004 and 2014, healthcare jobs were among the fastest growing occupations in the U.S, adding 4.3 million positions and expected job growth of 30.3%. The majority of the healthcare workforce is overwhelmingly dominated by women. However, when it comes to leadership positions, especially executive and board levels, females are considerably underrepresented. Interestingly, though, women, more than men, are reported to demonstrate traits such as transparency, compassion, and support for teamwork, which would benefit organizations as they venture into the future of healthcare delivery. In recent years, women have made minimal entry into the highest ranks of managerial positions of healthcare in American corporations. The purpose of this phenomenological qualitative study was to identify experiences, barriers, and obstacles that women in healthcare organizations have overcome in their efforts to obtain successful leadership positions. Ten women in varying capacities of healthcare leadership positions from across the United States engaged in open-ended interviews to discuss what obstacles and adversities they have faced and conquered to advance to their levels of leadership. The data focused on career paths, obstacles, leadership qualities, demographics, and experiences. The participants identified their perceived leadership styles to be centered around the importance of communication and what they deemed soft skills, suggesting a different style from their male counterparts. The results of this study confirmed that even in the 21st century, career barriers such as family responsibilities, gender, lack of self-confidence, and current career challenges continue to exist for women seeking executive leadership positions in the healthcare field. Keywords: women?s leadership, healthcare, leadership barriers, obstacles

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Myers, Cheryl. "Perceptions of the Glass Ceiling Effect in Community Colleges." ScholarWorks@UNO, 2010. http://scholarworks.uno.edu/td/1273.

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The purpose of this study was to determine the existence of a glass ceiling effect within community colleges by examining faculty, staff and administrator's perceptions of a glass ceiling as it relates to the advancement of women at their institutions. This was done by using a cross-sectional survey administered electronically to faculty, staff and administrators in community colleges in the United States who were members of the American Association of Community Colleges. Four hundred fifty seven participants provided responses for the study. Results of ANOVA of perceptions of facilitators and barriers to advancement revealed there was a significant difference in perception between genders related to barriers to advancement, with females finding internal structural/job opportunities and organizational culture presenting more obstacles to advancement than males. Males significantly agreed more than females that a positive attitude toward women existed in their institutions. Females significantly agreed more than males that barriers hindered the advancement of women and that a glass ceiling existed in their institutions. Multiple regression analysis indicated gender was a significant predictor of perceptions of internal structural and organizational culture barriers to advancement. Work profile characteristics were not found to be significant predictors of the perception of facilitators or barriers. Logistic regression analysis indicated neither individual characteristics nor work profile characteristics were able to predict denial of promotion. These findings may be used to encourage those in authority who are able to make hiring and policy decisions to more closely examine the organizational structure, culture and climate in their institutions to foster an atmosphere conducive to productive work environments for all employees.

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5

Ekström, Hagevall Sandra. "Shattering the glass ceiling to ensure a sustainable future." Thesis, Högskolan i Gävle, Industriell ekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-36556.

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6

Brunner, Tiffany Caywood. "A Study of Advancement| Female Superintendents Breaking the Glass Ceiling." Thesis, Lindenwood University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13811718.

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The purpose of this study was to examine the career progression of female superintendents located in southwest Missouri. The inequitable balance of women represented at the highest levels of district leadership is a national, state, and local concern (American Association of School Superintendents [AASA], 2015). Women who do ascend to the superintendent's positions, despite the odds, are in the minority (Brunner & Grogan, 2007). A qualitative, narrative research lens was used in this study to capture individual career accounts and interpretations of career advancement of the female superintendent. Data collection centered on personal, one-on-one interviews with female superintendents located throughout the southwestern region of Missouri. The primary and guiding research questions for this study were focused on self-efficacy, mentorship, pivotal conversations, and goal setting using the theoretical framework of social cognitive career theory (Lent, 2005). A series of common themes emerged from the interviews and produced a clear understanding of the path the female superintendents traveled to assume the most important decision-making role in their respective school districts. Key themes which emerged were mentorship, crucial conversations, goal setting and outcome expectancies, and leading with the heart. Participants indicated they had developed a strong sense of self-efficacy, which led to broader goals and career advancements. In future research, it is imperative to analyze opportunities women have which help shape, encourage, and support other women moving into the role of superintendent.

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7

Blum, Dvora. "How can we use an organisational intervention to break the glass ceiling? : the case study of the 'breaking the glass ceiling' programme in municipalities in Israel." Thesis, University of Sussex, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.559236.

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This research addresses the question of using organisational intervention in order to break the 'glass ceiling' for women within organisations. The research focuses on the factors and the processes that had an impact upon the implementation of an organisational intervention program that aimed to create a change regarding the glass ceiling, in two municipalities in Israel. The "Breaking the Glass Ceiling Programme" aimed to include organisations in the efforts to create a change in the status of women within the organisational world and was developed based on five assumptions: (1) Organisations strive for effectiveness (2) Organisations recognise the value of realising the human resources potential as contributory to effectiveness (3) Organisations do not understand that the glass ceiling leads to non-realisation of human resources (4) Organisations that understand this will search for a modus operandi to minimise the phenomenon (5) The organisations will adopt the modus operandi and act accordingly. The aim of the research was to learn if we are able to convince organisations' decision makers to see the glass ceiling as an organisational problem that harms the organisation's effectiveness and then find out if and how we can use organisational interventions in order to introduce a change in this regard. The adoption of a qualitative research enabled an in-depth view of the researched events-- the two case studies-- by using a variety of information sources and a wide range of tools. In fact. the use of the case study method revealed a new perspective on the phenomena of the glass ceiling that would not have been achieved if a quantitative survey had been carried out. An analysiS of the findings shows that it is possible to address the glass ceiling as an organisational problem and it is possible to "educate" the organisation (the decision-makers) into regarding the issue as injurious to the effective functioning of the organisation. In light of this, it seems to be possible to contend with the glass ceiling through organisational intervention. At the same time, because of the complexity of the Issue such organisational intervention requires special attention and strictness at each of Its phases: from the preliminary preparations of examining the organisational environment to the monitoring and implementation stage. The resistance to breaking the glass ceiling is not just about sexism, but about the social expectations in particular societies and the ways in which organisations work and are resistant to change anyway - be it change about gender or anything else. iii Those who deal with gender inequality must use all means at their disposal, especially in Israel where the society is a society with a sense of contInuous existential threat. The complexity of an immigrant society with many different cultures creates a unique climate for the glass ceiling problem as well as the issue of gender differences and inequality. Therefore, striving only for correct legislation and its enforcement or only for increasing women's awareness of the issue is giving up in advance on any attempt to enlist the organisations and their leaders in the struggle.

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8

Roman, Michelle. "Relationships Between Women's Glass Ceiling Beliefs, Career Advancement Satisfaction, and Quit Intention." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3830.

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Research on the glass ceiling shows that women may encounter obstacles in their pursuit of high-level management positions. The purpose of this quantitative study was to test the explanatory style theoretical framework by examining relationships between women's glass ceiling beliefs, career advancement satisfaction, and quit intention and to determine whether satisfaction with career advancement opportunities mediated the relationship between glass ceilings beliefs and quit intention. Data were collected from 179 working women in the public or private sector and women who exited the public or private sector job market within the past 5 years via Web-based surveys. Glass ceiling beliefs were assessed using the Career Pathways Survey (CPS), career advancement satisfaction was assessed using the Career Satisfaction Measure, and quit intention was assessed using the Intention to Quit Scale and data were analyzed using multiple regression and correlational statistical techniques. Findings indicated significant relationships between the principal variables. Results also showed that career advancement satisfaction had a significant mediating effect on denial, resilience, and acceptance glass ceiling beliefs and quit intention. Findings may be used to help women understand how their glass ceiling beliefs and career satisfaction drivers influence their reaction to workplace events and may be used by employers to implement proactive retention strategies.

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9

Horner, Susan. "The 'glass-ceiling' phenomenon in the career development of successful academic women." Thesis, Sheffield Hallam University, 2004. http://shura.shu.ac.uk/19830/.

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The research makes an original contribution to social psychology theory related to the success of academic women in higher education. The literature review reveals that there are differing views on the reasons for women failing to break through the glass ceiling in the higher education setting. Some authors concentrate on the environmental factors that are having an effect on women. Others concentrate on the effects of patriarchal organisational structures. Fewer commentators make reference to the notion of the female psyche. The existence of the glass ceiling phenomenon in the higher education setting is attributed to psychological, cultural, and technical factors. Little primary research has been conducted on the perceptions of female academics at the middle management level in the higher education setting, and much of the published work is anecdotal in nature. It is the aim of this research to give new insights into the perceptions of women at middle management level. The research makes no prior assumptions about the nature or categorisation of the mental constructions that emerge, but produces a more informed and sophisticated perceptual map. It investigates the respondents' perceptions of the glass ceiling phenomenon in relation to the features of their lifeworld. The research uses the essences of the lifeworld approach to analyse the views and feelings of the women participants. The perceptions that emerge from the research include the issue of a long term juggling act that the respondents have to achieve to be successful (Temporality). The women also demonstrate a ruthless pursuit for a voice in an increasingly difficult environment (Selfhood). The relationship of the women to other people in their lives is one of the most important findings in the research. The women always find that they have a series of bitter-sweet relationships with others and often feel guilt about missed opportunities (Sociality). The respondents also demonstrate that they feel that it is better to have suffered hardship to enable them and others to progress (Embodiment). One of the respondents graphically illustrates the development of academic women with reference to the metaphor - the relay race in time which emphasises the importance of influence and mentoring that the respondents think is important but often find difficult to achieve (Spatiality). The women often appear to have conflicting projects and address this issue with passion which often leads to conflict (Project). The language that the women use often portrays their disappointment with the emerging emphasis on management and administration rather than research and discovery (Discourse). The accounts do have some flashes of joy and celebration but overall they tend to epitomise feelings of sadness and regret. The thesis ends by suggesting that there are certain typologies for successful academic women based on their relationship to others or their inner psychological state. These are used to make some suggestions in relation to practical steps that could be taken to help women to achieve greater academic success. The new insights in the thesis will hopefully enable organisations to take positive steps to encourage more women into senior academic posts.

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10

Odendal, Matthys Johannes. "Beyond the glass ceiling: Towards a multi-sensory definition of functional literacy." University of the Western Cape, 2017. http://hdl.handle.net/11394/6253.

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Philosophiae Doctor - PhD (Linguistics, Language and Communication)
The world is becoming increasingly visual (Kress, 2009:1).The visually literate viewer should be able to gather data, place it in context, and determine its validity. A huge visual world opened up for the users of new technology. It is therefore no surprise that definitions of literacy have placed a huge premium on the reader to be able to interpret visual cues. Even in its simplest definition, the ability to read and write, the understanding of the concept of literacy is based on the visual. Although new literacies and recent orthographies also emphasise the role of context and the interaction of different modalities and learning history, like the social practice approach, it also focus on literacy events in which the written word is still the fundamental focus. In other words, (visual) texts remain the point of departure rather than seeing the written word as one part of a larger 'material ecology' of signs and meanings. This means that the majority of studies in the field of literacy focus on the individual's ability to interpret the visual and neglects how other senses permute in literacy events.

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11

Casanova, Tracy. "Why do White men ride the glass escalator?" OpenSIUC, 2016. https://opensiuc.lib.siu.edu/dissertations/1302.

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Women face barriers to advancement in male-dominated fields (Glass Ceiling) and in female-dominated fields (Glass Escalator). More research is needed to elucidate the causes of these barriers in order to reduce the negative effects on women’s advancement. This study attempted to broaden the literature through the experimental examination of the glass escalator to further understand the gender inequalities that are seen in female-dominated fields. It employed a factorial design to examine the impact of gender, gender make up of an occupation, and level of authority within that occupation on a supervisor’s evaluation of an employee and decision to offer promotion, mentoring, and increase income and vacation time. Participants were recruited from Amazon Mechanical Turk and were just over half women, predominantly White and heterosexual, had a bachelor’s degree or higher, currently engaged in full-time employment, and half indicated their household income to be between $25,000 and $74,999. Each participant was presented with a single vignette of an employee file who was eligible for a promotion from a female-dominated (nurse), male-dominated (engineer), or gender neutral (accountant) occupation. They evaluated the employee’s performance and made recommendations for promotion, increasing raise and vacation days, and offered mentoring. Participants also completed the Gender Attitude Inventory (GAI; Ashmore, Del Boca, & Bilder, 1995) to better understand the role that gender attitudes play in gender bias in promotion decision-making. Multiple analysis of covariance was utilized to examine main effects and interaction effects of target employee gender, gender-type of occupation, and level of authority of the occupation. Hypotheses that men will be more likely to be promoted into positions with more authority, and women will be viewed as most competent in positions that are female-typed with the least amount of authority were not supported. Results showed that gender attitudes were weakly related to an employee’s performance evaluation, raise, and mentoring. Significant differences were found on the GAI where participants identifying as women, gay, and with a graduate degree had more liberal gender attitudes. Possible explanations for the predominantly insignificant results and future directions are discussed. Suggestions are provided for increasing the strength of the manipulation and factors that possibly decreased the salience of gender. Future experimental and continued qualitative studies in applied settings are recommended to identify causal influences of the glass escalator that examine factors of race, SES, and sexual orientation.

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12

Green, Gaberella [Verfasser]. "Women Who Knocked Holes Through The Glass Ceiling: A Phenomenological Study / Gaberella Green." Munich : GRIN Verlag, 2015. http://d-nb.info/1097438597/34.

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13

McIntyre, Lavonia Elizabeth Kess. "Scratching the stained glass ceiling: inspiring women through the voices of other women." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 2013. http://digitalcommons.auctr.edu/dissertations/2619.

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Women in leadership have had a difficult time rising into positions of leadership in the church. Qualified women in the local church are not realizing their dreams and or achieving their goals because of barriers which include sexism in the church and society, cultural differences and the inner struggles through various expected roles within their family structure. Women in the local church need proper nurturing, guidance and or support in the articulation or the manifestation of their ministerial visions and goals. There is very little data available regarding women in leadership. Research suggests that even though women make up the majority of membership in the church, women are disproportionately represented in the leadership of the church. Research further suggests that even though Americans are comfortable with women as leaders, relatively small numbers of women make it to top leadership positions relative to their male counterparts. The conceptual framework integrated ideas from theological, biblical and theoretical perspectives. The theological perspective focused on several theologians within the categories of the theology of liberation, feminist theology, Black feminist theology and womanist theology. The biblical perspective was explored through the arguments about women in leadership from the egalitarian and complementarian viewpoints. The biblical perspective further discussed women in leadership within the arguments about women in leadership from the egalitarian and complementarian viewpoints. The biblical perspective further discussed women in leadership within the biblical context. Finally, the theoretical perspective investigated the theory of subordination as it relates to women in leadership. The theory of subordination was explored in three sections: (a) the biblical theory of subordination, (b) the cultural theory of subordination and (c) the pastoral domination theory of subordination. The purpose of this project is to encourage and inspire women who have the potential to be leaders by assisting them to develop leadership skills, enabling them to step forward as true leaders in the church using a "Wo-Mentoring" approach. The research project was conducted at Saint John C.M.E. Church in Monticello, Georgia. Women in this congregation were involved in a program that will help them envision their goals, identify the barriers that preclude them from reaching their goals, and help them utilize the voices of other women to give encouragement as future leaders. This program enabled these women to develop skills to process their issues, understand themselves, and visualize goals assisting them in creating a workable road map toward these goals. The intended results are changes from within - transformation. The women should be different in their approach to leadership in various ministries. In the project, the women participated in leadership sessions including bible study, developing vision, mission and goal statements, and communication skills. As a result, the women who participated in the sessions were inspired to equip themselves using the resources provided. The researcher evaluated the effectiveness of the project by utilizing a combination of qualitative and quantitative methods. This project utilized Stacy Floyd-Thomas' qualitative method of 'historiography' to understand the other women's voices used to undergird the project. The quantitative method explored statistical data conducted in pre/post surveys as it relates to the program participants. Additionally, the researcher used qualitative methods to dialogue with the women participants. The results of the project suggest that the women who participated in the project had a better understanding of leadership; and felt that they would use their skills in the near future. It was concluded that many of the participants experienced transformation. We will be better equipped for future leadership opportunities when we understand the many obstacles women face such as sexism in the church, cultural differences and inner struggles through various expected roles.

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14

Quental, Camilla. "Becoming Partner : Gender, Professional Identity and the Glass Ceiling in Professional Services Firms." Thesis, Jouy-en Josas, HEC, 2011. http://www.theses.fr/2011EHEC0005.

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Bien que le nombre de femmes, travaillant dans des cabinets de conseil et à des postes à haute responsabilité, ait augmenté, il reste cependant moins élevé que celui des hommes. En effet, la promotion au statut d’associé est le critère utilisé pour marquer la nature et l’existence, au sein des entreprises de services professionnels, de ce qu’on appelle en français le ‘plafond de verre’. De même, devenir associé constitue une des évolutions professionnelles les plus complexes qui soit, le futur associé devant s’inventer une identité professionnelle nouvelle et différente. Dans ce contexte, l’objectif de cette recherche est double. Tout d’abord, elle s’attache à mieux comprendre comment les femmes et les hommes consultants, au sein d’une culture organisationnelle sexualisée, se construisent leur propre identité professionnelle. Ensuite, son objectif est également d’approfondir les connaissances sur la façon dont l’identité professionnelle contribue à expliquer l’existence et la nature de ce ‘plafond de verre’ dans les entreprises de services professionnels.Cette perspective se base sur une étude qualitative réalisée auprès d’hommes et de femmes consultants et cadres supérieurs, et en particulier, mais pas de façon exclusive, auprès de ceux qui ont été promus associé. L’étude a été menée auprès d’associés et non associés évoluant au sein de quatre grands cabinets de conseil français et de deux grands cabinets américains
Although there has been an increase in the number of women entering the management consulting firms, they are still proportionally much fewer in the highest levels of the hierarchy than men. Indeed, the promotion to partner is the criterion used to establish the nature and existence of the “glass ceiling” in professional services firms. At the same time, the transformation to partner is one of the most complex professional transformations there can be, in which the aspiring partners must assume a new and different professional identity. In this context, the aim of this research is twofold. On the one hand, the present research aims to better understand how women and men consultants construct their professional identities, in a gendered organizational culture. On the other hand, it also aims to deepen, in particular, the understanding of the ways in which professional identity contributes to explain the existence and nature of the glass ceiling in professional services firms. The perspective developed here is based on a qualitative study of male and female consultants and senior executives, primarily, although not exclusively, those who went through the promotion to partner. The research was conducted with partners and non-partners from four large management consulting firms in France, and two large management consulting firms in the United States

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15

Schweig, Angela, and Robert W. Sehi. "A study of perceptions of the "glass ceiling" effect among male social workers." CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/1008.

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16

Mastroguiseppe, Diane Michele. "Women's Experiences of the Glass Ceiling in U.S. Manufacturing and Service-Based Industries." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6240.

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Fewer women occupy executive-level positions in U.S. companies compared to the number of men. Antidiscrimination laws have been in place for 30 years to combat the threat to gender equality. The purpose of this descriptive phenomenological study was to examine the lived experiences of executive-level women employed in the manufacturing and service-based industries to explore the persistence of the glass ceiling. Social learning theory provided the framework for the study. Data were collected from semi-structured interviews with 12 executive-level women in the Philadelphia metropolitan area. Data analysis involved hand coding and software coding to identify six themes: discrimination, opportunities, support and choices, advantages, balances, and roles. Findings indicated that discrimination against women being promoted to executive positions still exists. Most participants stated that lack of enforcement of antidiscrimination laws and quota programs could be a hindrance to women being promoted to executive-level positions. Findings may be used to support the promotion of women to executive-level positions in the manufacturing and service-based industries in the Philadelphia metropolitan area.

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17

VASILE, ANGELICA. "The segregation of women in politics could gender quotas break the glass ceiling?" Doctoral thesis, Università degli Studi di Milano, 2020. http://hdl.handle.net/2434/685306.

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Women’s participation in politics has increased significantly over the past 100 years. Indeed, in 1890 women did not have the right to vote anywhere in the world, while nowadays 81% of the world's countries have at least 10% of women in their Parliaments. Although women have made remarkable inroads into traditionally male occupations (and higher education), the political sphere remains an area where women still have far to go (Paxton and Hughes, 2017). In other words, politics remains an area dominated by men. In an effort to change this trend, many countries have adopted gender quotas mechanisms (reserved seats, party quotas, legislative quotas) in order to increase women’s representation (Schwindt-Bayer, 2009:5; Krook 2005; Norris 2004; Dahlerup, 2006). Generally speaking, in relation to the presence of women in politics, there is a common factor that can be found in virtually every country, i.e., gender horizontal segregation, and gender vertical segregation. Concerning horizontal segregation, defined as the over- or under-representation of a certain social group in specific occupations or sectors, which is not supported by any factual criterion (Bettio and Verashchagina, 2009; Regini, 2007), it is considered as a constant in the labour market in all Western countries (Rubery and Fagan, 1993; Anker, 1998) and it is also deeply rooted in history. As for horizontal segregation, the distribution of women and men ministers by type of portfolio indicates that men continue to hold most of the key positions, such as economics and finance, foreign and international affairs and defense. On the contrary, women continue to hold the so-called “soft” portfolios with socio-cultural functions. On the other hand, vertical segregation occurs when the opportunities for career developments within a sector are severely reduced or denied to a given group (Bettio and Verashchagina, 2009:32). As a result, vertical segregation tends to keep women out of the top positions in private and public organisations (Maron and Meulders, 2008) as well in politics (Reskin, 2000). Closure connected to the concept of vertical segregation is glass ceiling, defined as an invisible barrier which prevents women to achieve the highest positions of power. This last form of underrepresentation, that of women in electoral bodies, will be the focus of this study. The main motivation for specifically dealing with the domain of politics, in relation to the scarce presence of women, is that politics is the crucial arena, where rules are set and decisions taken that concern both genders – but actually and unfortunately without enough active participation and contribution of women. The main questions around which the present study revolves are the following: is there any means to overcome the vertical segregation of women in politics, or the glass ceiling? Are gender quotas such a means? And, at all events, do women really make a difference in the political arena? If so, to what extent and in what terms? Do we need women to be represented in the public sphere because they can take care of their own interests better than men, or because they work for the good of the entire society? Ultimately, all these questions amount to one: why should we care for women to be equally represented in the political sphere? Apart from considerations of social justice and equal rights – that have a worth in themselves, of course – can we single out any further reason that would backup the claims for equal representation? After all – although indeed history does not say this is the case – men could be capable of taking care of everybody’s interest, irrespective of his/her gender. Why do we need women in politics? Evidently, the latter question is rhetorical; but is it really so, after all? Research evidence coming from seventy countries shows that men are more oriented towards individualistic values, competitiveness, power and success in life, while women privilege universalistic and communitarian values (Schwartz and Rubel, 2005). Does this make any difference, when it comes to politics? In the Italian context, the glass ceiling in politics confines women to position of lesser power than those held by men; hence, it is worth asking whether the above-mentioned findings also hold when we get to the highest level of political representation, namely, the Italian Parliament: do women make a difference? Do more women mean a better politics for a better society? The dissertation will seek at addressing these issues by combining the vast body of knowledge on the topic of women and politics, with an approach borrowed from economics, that is, treating the Italian Parliament as if it were a corporation, and measuring the effectiveness of a condition (ie., the presence or absence of women in the Parliament) on the output of the ‘company’, namely the kind and number of bills proposed by parliamentarians in the legislatures from 2001 to 2018. Italy has been taken as a case study, since in 2008 the Democratic Party voluntarily introduced gender quotas in its statute, being the only Italian party (back then and until present days) to do so. However, the approach and methodology I propose can be easily generalized to other countries and periods, while the Italian case can be interesting per se, given the sharp resurgence of sexism and male chauvinism this country witnessed from the first Berlusconi government on, starting in 1995 (Volpato, 2013), well represented by the proudly masculine and genuinely sexist character of parties like the Lega Nord (Baroncelli, 2006; Caputo, 2012). Moving on to the specific focus of this research, there were four main aspects taken into consideration. First of all, the analysis concentrated on the effectiveness of voluntarily gender quotas adopted by the Italian Democratic Party in its electoral lists. In order to determine whether gender quotas have to an increase in the number of women elected in the Chamber of Deputies, we considered the two legislatures prior to the introduction of quotas, and the two legislatures that followed (from the XIV to the XVII legislature, from 2001 to 2018). By considering different control variables, such as age and education level, social status in connection with a deputy’s career and the geographical area of the electoral district in which she or he was elected, and by means of binomial logit regressions, the hypothesis has been confirmed. Secondly, it was important to test the hypothesis that whether an increased number of female representatives, elected mainly thanks to the quota mechanism, has led to an increased focus on issues concerning women's interests (i.e., women’s rights, violence, sexual harassment), by representatives of both genders. In other words, I wanted to test the existence of substantive representation, i.e, speaking for and acting to support women’s issues such as violence against women, sexual harassment and so on (Krook, 2007; Dalehrup, 2006) by both women and men. Indeed, several studies show that an increased number of elected women leads to greater attention to women’s issues in the policy making process (Krook and Zetterberg, 2016). The results of the second hypothesis confirm previous studies (see for example Krook, 2007; Dalehrup, 2006; Krook and Zetterberg, 2016). Thirdly, I sought to verify whether women representatives elected in the Democratic Party, more than their male colleagues, tend to propose bills in women's interest. The results show that this is indeed true, thus bringing the following question: if female elected officials better represent women's interests, as shown by the changes that have occurred after the introduction of gender quotas, then who had been representing women's interest in the past? Finally, I considered whether the women elected with the Democratic Party after the introduction of quotas have proposed more bills not only concerning women's interests, but also in other fields such as children and family, health, education, welfare policies and environment, as domains of common interest for the society as a whole. Results indicate that Democratic women deputies, elected after quotas were established, are indeed more active than their male counterparts in proposing bills in all the above-listed fields, not only in those directly connected with women's interests and rights.

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18

Vossen, Ilga. "Crushing the glass ceiling relative group prototypicality and female strategies in disriminating organizational settings /." [S.l.] : [s.n.], 2006. http://deposit.ddb.de/cgi-bin/dokserv?idn=979511755.

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19

Albertyn, Liezel. "Glass ceiling : illusion or reality : an investigation into the banking sector of South Africa." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53442.

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Thesis (MBA)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: This study was carried out in an effort to determine whether the phenomenon of the socalled 'glass-ceiling effect' is prevalent in the South African banking industry. The major questions asked were whether there are still barriers preventing women from reaching executive management levels in the banking industry and what the main barriers facing these women are. The research method used was that of content analysis. The purpose of the research was to discover the first-hand experiences of the women in the banking industry in South Africa. The aim of the study was not to test hypothesis testing, but an analysis of the experiences of a sample of women in senior management positions within the banking industry. A questionnaire was distributed to six women in senior management positions at four of South Africa's largest banking groups. With the assistance of each banking group's human resources manager, an 83% response rate was achieved. In total, 20 completed questionnaires were received, which served as the sample for this study. Implications of the findings are discussed and the study concludes that although transformation in the country has raised awareness, there is nevertheless gender inequality in companies and progress towards change in the banking sector has been very slow. Career-oriented support structures are being offered to women, but for women with family responsibilities there are very limited, if any, family-support structures. The sample of women identified self-confidence; assertiveness, ambition and a careeroriented mindset as important characteristics for achieving success at managerial level in the banking industry. These women are equipping themselves with the right skills, degrees, and courses and are gaining experience every day, thus making themselves viable candidates for breaking the glass ceiling. Being a woman is not a barrier in itself as it was in years gone by and legislation now provides for the equal treatment of all races and gender. The current culture in the South African banking sector, which is a historic legacy of domination by men and discrimination in the past, seems to be a rnalor barrier. Currently, the focus on achieving racial equity overshadows the importance of attaining gender equity, mainly because of the government's strict requirements of companies in this regard. Taking into consideration the history of South Africa, the majority of the women included in the sample feel it is appropriate for the attainment of racial equity to be addressed first. Most of the women in this sample have considered starting up their own business as an alternative to corporate life, but feel that either their self-confidence or financial requirements present them with major barriers.
AFRIKAANSE OPSOMMING: Hierdie studie is onderneem om vas te stel of die sogenaamde glasplafon-verskynsel in die Suid-Afrikaanse banksektor voorkom. Die oorhoofse vrae wat gestel was, was of daar steeds hindernisse bestaan en wat hierdie oorhoofse hindernisse is wat vroue verhoed om uitvoerende bestuursvlakke in die banksektor te bereik. Die inhoudsontledingsmetode is as navorsingsmetode gebruik. Die doel van die navorsing was om eerstehands die ervarings van vroue in die banksektor te ontdek. Die studie het nie 'n hipotese probeer toets nie, maar eerder die ervarings van 'n uitgesoekte groep vroue ontleed. 'n Vraelys is aan ses vroue in senior bestuursposte by vier van Suid-Afrika se grootste bankgroepe versprei. Met behulp van die Menslike Hulpbron-bestuurder by elk van die banke, is 83% van die vraelyste terugontvang. Altesame 20 vraelyste is volledig ingevul en in die studie gebruik. Die implikasies van die bevindinge word bespreek. Die gevolgtrekking is dat transformasie in Suid-Afrika beslis die bewustheid aangewakker het dat geslagsdiskriminasie in maatskappye bestaan, en dat verandering in die banksektor stadig verloop. Maatskappye verskaf loopbaangeoriënteerde ondersteuningstrukture aan vroue, maar vir vroue met gesinsverantwoordelikhede is daar min of geen ondersteuning nie. Die groep vroue identifiseer selfvertroue, stelligheid, ambisie en 'n loopbaangeoriënteerde uitkyk as belangrike eienskappe vir sukses in senior bestuursposte in die bankwese. Hierdie vroue rus hulself toe met die regte vaardighede, grade en kursusse en verwerf elke dag ondervinding om sodoende hulself lewensvatbare kandidate te maak om deur die sogenaamde glasplafon te breek. Om vroulik te wees is nie vandag meer 'n hindernis soos voorheen nie. Wetgewing bepaal die gelyke behandeling van alle rasse- en geslagsgroepe. Die kultuur wat in die banksektor in Suid-Afrika geskep is weens die histories mansgedomineerde en diskriminerende geskiedenis word wel as 'n hindernis beskou. Huidiglik oorskadu rassegelykheid geslagsgelykheid, hoofsaaklik omdat die regering sulke streng vereistes aan maatskappye stel met betrekking tot rassegelykheid. Die meerderheid van die groep vroue voel dat as die geskiedenis van Suid-Afrika in ag geneem word, dit gepas is dat rassegelykheid voorkeur geniet. Die meerderheid van die vroue in die groep het dit al oorweeg om hul eie besigheid te begin as "n alterntief vir die korporatiewe lewe. Hulle voel egter dat die gebrek aan selfvertroue en geld hulle verhoed om dit te doen.

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Wood, Jillian. "The Glass Ceiling is Not Broken: Gender Equity Issues among Faculty in Higher Education." Chapman University Digital Commons, 2016. http://digitalcommons.chapman.edu/ces_dissertations/6.

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Gender discrimination is an ongoing topic, including discrimination that occurs in higher education. Previous studies have shown female faculty experience a variety of workplace discrimination including sexual harassment/bullying, salary disparities, and lack of worklife balance. This dissertation aimed to analyze equity issues for female faculty at a private university. The researcher utilized a narrative inquiry methodology, conducting interviews with five full-time female faculty. The purpose of this dissertation was to understand the participants’ everyday stories and lived experiences. The researcher utilized critical feminist theory and leadership theory to examine the notion of equity at this campus. The findings, shown through narrative profiles, demonstrate the five women have experienced equity issues at the institution including workplace bullying and lack of work-life balance. It also found the women utilize a self-silencing voice, struggling between challenging equity issues while maintaining their positions at the university. In addition, gender issues experienced prior to working at the university were discussed, demonstrating larger societal issues in relation to gender equity. This dissertation adds to the current studies on equity issues in higher education by focusing on the participants’ stories rather than quantitative or coded data. In addition, it bridged two seemingly disparate frameworks, critical feminist theory and leadership theory, to demonstrate how these concepts can work toward alleviating equity issues in organizations.

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21

De, Souza Gita. "An examination of the organizational glass ceiling : its process, and implications for managerial staffing." The Ohio State University, 1994. http://rave.ohiolink.edu/etdc/view?acc_num=osu1260274172.

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22

THURMAN, SALLY. "THE GLASS CEILING AS A MIRROR: HOW DO WOMEN SECONDARY PRINCIPALS SUPPORT SCHOOL IMPROVEMENT?" University of Cincinnati / OhioLINK, 2004. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1084767759.

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23

Campbell, Maria E. "Inking Over the Glass Ceiling: The Marginalization of Female Creators and Consumers in Comics." Kent State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=kent1437938036.

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24

DeSouza, Gita. "An examination of the organizational glass ceiling : its process, and implications for managerial staffing /." The Ohio State University, 1994. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487859313344967.

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25

Kies, Friederike [Verfasser]. "Cracking the Glass Ceiling: Women on Corporate Boards in Germany and China / Friederike Kies." Berlin : Freie Universität Berlin, 2020. http://d-nb.info/1213725119/34.

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26

Naslin, Nathalie, and Gwénaëlle CHAUFAUX. "The Gender Earnings Gap among Immigrants in Sweden : How does the immigrants’ gender earnings gap vary relative to the natives’ gender earnings gap in Sweden?" Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-44825.

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Using data from 1999 on immigrants in Sweden, we find that the gender earnings gap among immigrant is lower than natives’ gender earnings gap and negatively related to their source country gender earnings gap. We also show that immigrants’ earnings are lower and more concentrated than the natives’ ones which leads to a lower gender earnings gap for immigrants. Then, regarding the gender earnings gap along the earnings distribution and linking it with earnings distribution of immigrants and natives, we are able to conclude that immigrants are not strongly affected by the glass ceiling effect since they are not present in the upper tail of the distribution. We reach the conclusion that such gender earnings gap differences between natives and immigrants may be explained by selection in the labour force participation, occupational segregation of immigrants, source country culture and discrimination.

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27

Reeves, Martha E. "Termination : the ultimate sanction; a study of women managers who lose their positions." Thesis, Keele University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.301194.

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28

Landberg, Gustav, and Ali Sayed. "Från glass ceiling till glass cliff i Sverige - en myt eller ett fenomen? : En kvantitativ studie om heterogeniteten i svenska bolagsstyrelser." Thesis, Linnéuniversitetet, Institutionen för ekonomistyrning och logistik (ELO), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105699.

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Bakgrund: Kvinnors representation i styrelsen har varit en aktuell fråga som länge diskuterats i det svenska samhället och om det borde införas en kvoteringslag. Sverige är ett av de mest jämställda länder Europa, trots det finns markanta gap i kvinnors representation bland de ledande positionerna. Glass cliff-fenomenet antyder att kvinnor anlitas till ledarskapspositioner i osäkra förhållanden, vilket kan förklara den underrepresentation som existerar hos styrelsen. Vi frågar oss själva om glass cliff-fenomenet kan appliceras på kvinnliga ledamöter i den svenska kontexten. Syfte: Studiens syfte är att undersöka om ett glass cliff-fenomen existerar bland bolag noterade på OMX Stockholm inom small, mid och large-cap kategorin. Metod: Longitudinell studie med en deduktiv ansats där teorin testas mot studiens hypotesprövning. Urvalet består av 86 förlustföretag noterade på Stockholmsbörsen mellan år 2010 och 2018. Slutsats: Från resultatet fann vi att det inte existerade ett glass cliff-fenomen bland de svenska börsbolagen på small, mid och large-cap kategorin.

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29

Peens, Maritha. "An investigation into strategies which enable South African women to break through the glass ceiling." Thesis, Port Elizabeth Technikon, 2003. http://hdl.handle.net/10948/135.

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The objective of this study was to identify the strategies (personal and organisational) that would enable South African women to break through the glass ceiling. A questionaire was designed based on the strategies found in a literature study on the topic and used to gather inputs from executive women in South Africa. A combination of snowball and self-selection sampling was used. The questionaire was sent to 138 potential respondents, mostly by means of electronic mail. Of the 47 completed questionairs returned, 44 could be used. These were processed and anaylsed using Microsoft Excel spreadsheets and the STATISTICA Version 6 software. In generaL, support was found for personal strategies pertaining to career management, networking (especially the relationship building activities), the reconciliation of home and work responsibilities with the emphasis on building a support system, education, business and organisational insught, skills development and increased input, but not for the assimilation of masculine attributes. Networking opportunities and education, training and development activities were regarded as the organisational strategies with the strongest impact on career progress. The literature was confirmed regarding top management support, an organisational culture conducive to women's advancement, mentorship programmes and a few career development initiatives. Although more than half of the respondents had been exposed to employment equity and affirmative action programmes, they were perceived to have only little to moderate impact on career progress. This was also the case with diversity management programmes. Flexible work arrangements, career adaptation schemes and childcare facilities and programmes were seen as having had little impact on the respondents' career advancement. Only a few of the organisational practices to support women balancing family and work responsibilities were utilised by the respondents' employers. Respondents perceived personal strategies as having greater value than organisational strategies in their progress to executive levels.

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30

Ström, Anna, and Johanna Burvall. "Does the perception of the glass ceiling influence female students' ambitions towards top leadership positions?" Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-39983.

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31

Norman, Sofie, Sofia Holmquist, and Carolina Ljungqvist. "Breaking through the Ceiling : Studying the Impact of Mentorships on Female Career Development." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-44028.

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The purpose of this qualitative study was to examine how mentorships can impact women’s career development. Previous research shows that there is an inequality gap between men and women on management positions and the aim for this research paper is to see if mentorships could help close this gap and make the top-level management more gender equal. The Swedish banking industry is interesting to research due to its overall equality in the organisation, but extreme inequality in the top of the hierarchy. Sweden is one of the most equal countries in the EU but are still struggling to eliminate structural discrimination from their organisations. Mentorships has through previous studies shown to be a helpful tool for women to progress in their careers and increase gender balance in workplaces. To be able to answer the research questions and fulfil the purpose of this research a qualitative research approach was applied. Five semi-structured interviews was held in order to gather empirical data. The participants were women in managerial positions within one of Sweden’s largest banks. Because of a confidentiality agreement, the name of the bank will not be revealed but rather be referred to as The Bank. The findings of this research show that both formal and informal mentorships can be used as a tool for women to progress in their career. Mentorships give women the support they need to believe in their own worth, they also get access to new parts of organisations that before has been unattainable for them and get an insight in the political games within an organisation.

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32

Stalinski, Sherryl. "Female executives and the glass ceiling| A phenomenological study of stubborn, systemic barriers to career advancement." Thesis, Saybrook Graduate School and Research Center, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3635048.

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The gender gap issue is a complex, systemic problem emerging from the interrelation of multiple variables. This study sought to identify the primary, interrelated, and mutually influential variables that contribute to the C-suite gender gap phenomenon using Moustakas' transcendental phenomenological research methodology. Seven female vice president level executives who work in a male-dominated private sector industries in a major metropolitan area were interviewed. Common themes emerged around the significant impact of culture and upbringing and experiences with subtle or overt second-generation gender bias. Five women had some experience of the double bind, although not all of them seemed to perceive the experience that way. All participants discounted the concept of the "glass ceiling." All except one credited strong mentors who provided advice, guidance, and support and who also acted as advocates in helping to advance their careers. All participants demonstrated strong self-confidence, although two noted their confidence was low during their early career and grew through positive, reinforcing experiences. All participants discussed work-life balance and many tempered their career ambition with a similarly strong value for creating and maintaining work-life balance. Only one experienced career limitations by downgrading her work schedule to accommodate childcare needs. Each of their stories, though unique, illustrated how the variables of personality, leadership style, levels of ambition and confidence, upbringing, organizational culture, societal culture, how others interact with them, work-life balance, and mentors created a systemic "whole" that brought them to their current level of success in their careers. It is in the context of describing and seeing the systemic complexity of the issue that recommendations for a comprehensive strategy for action were presented.

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33

Jintarith, Pimolporn, and Nannapat Vorayotsri. "Is There A Glass Ceiling In Japan? : Occupational Segregation and Sex Differences inManagerial Promotions in Japan." Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-65491.

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This paper analyses the difference probability in holding managerial positions between men and women in Japan as the glass ceiling effect. In addition, we analyses whether the difference is affected by gender composition within the workplaces. We estimate two specifications of an ordered logit model on Japanese General Social Surveys (JGSS) as well as Japanese yearbook of labor statistics in the year 2010. The results indicate that there is different probability of holding managerial status that women have lower probability of holding managerial positions irrespective of management level comparing to men. However, we can observe that the differentials are decreasing as the managerial positions move up into higher managerial hierarchies. This finding indicates that women have higher chance to hold higher positions. Thus, it is contradict to our hypothesis. In addition, the result suggests that the gender composition also matter in probability of holding managerial status between male and female in Japan. We inspect that the difference probability in holding managerial status between genders is greater in female dominated occupation. This finding shows the effect of glass ceiling that occurs when women work in female dominated occupation as it follows the theory.

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Spence, Lyndel Elizabeth. "BREAKING THE STAINED GLASS CEILING: INTERSECTIONALITY AND THE FEMALE ORDINATION MOVEMENT IN THE ROMAN CATHOLIC CHURCH." Thesis, The University of Sydney, 2016. http://hdl.handle.net/2123/16694.

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This thesis examines the female ordination movement within the Catholic Church as a feminist social justice collective seeking to overturn gender based oppression within this religious institution. Through a study of three communities, Mary Mother of Jesus, Good Shepherd, and Mary Magdalene Apostolic Catholic Community, this thesis explores the emancipatory strategies utilized by the female ordination movement to instil equality within the Church and within society. Each community’s commitment to gender inclusivity intersects with additional areas of structural reform, including LGBTIQ equality, racial justice, social welfare provision for the poor and the elimination of power and hierarchy within organized religion. This study is thus motivated by the question of how the female ordination movement is incorporating intersectional considerations within its fight of oppression in the Roman Catholic Church. Informed by a feminist epistemology, this thesis integrates the theoretical frameworks of intersectionality and kyriarchy to explore the positioning of the female ordination movement around multiple axes of domination within the Catholic Church, including sexism, racism, homophobia and classism. The methodology is triangulated. Firstly, semi-structured interviews were conducted with members of this movement and were evaluated through narrative analysis. Second, participation observation of the communities’ liturgies was evaluated through ritual analysis. This dual methodological approach addresses both the core beliefs and communal acts of these communities and understands their activism as both ideological and performative in nature. Given that women have been noticeably absent from the androcentric history of the Roman Catholic Church, and given also that there have been few fieldwork-based studies to date of feminist Catholic communities, the inclusion of these women’s voices and experiences represents an important contribution to scholarly inquiries investigating sexism and feminist activism within religious structures. This thesis draws upon their voices and their communal activities to fill a lacuna in research surrounding the tensions between feminism and patriarchy, and the ways in which intersectional feminism is transforming the structures and nature of Catholicism.

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35

Al-Derazi, Ghaneya Mohsin. ""It is thick concrete ceiling; no matter what we do, it does not work. No matter what, we cannot shatter the glass ceiling" : bankers' accounts of sexism." Thesis, Durham University, 2016. http://etheses.dur.ac.uk/11521/.

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Purpose: To provide women in the wider Bahraini society and in the Bahraini banking sector in particular a language with which they can challenge traditional Arab patriarchal practices and other forms of sexism they encounter—especially in the workplace—while remaining true to Islam. Methodology/Design: Semistructured interviews designed to collect in-depth findings were conducted with 21 women and nine men working in the Bahraini banking sector, along with a review of governmental and organisational documents that, in the Global North, usually incorporate gender-equality clauses. Findings: Findings demonstrate the prevalence of gender bias in the Bahraini banking sector. Barriers that impede women’s efforts to climb the corporate ladder were found to be similar to those reported in other Global North contexts. The major difference was the impact of the Muslim patriarchal culture in Bahrain, which has greatly influenced expectations about women’s roles in society and the workplace and women’s behaviours. I also found that labour regulations and policies in Bahrain are gendered and are designed to restrict women’s role to the private sphere. There are no explicit laws at the governmental level or policies at the organisational level that ban gender discrimination in the workplace or mandate equal rights for both genders. This is made worse by the lack of any type of positive action to help women navigate their way to the top and juggle family and work responsibilities, as well as by a lack of decision makers willing to commit to gender equality. Practical implications: The study contributes to our understanding of the hurdles in the Bahraini banking sector that impede women’s career progression and contribute to a glass ceiling. The study also contributes to our understanding of the lack of gender regulations and policies in Bahrain in general and in the Bahraini banking sector in particular. This knowledge will be valuable for organisational leaders who seek to bring more diversity to the executive levels of the banking system. The findings will also be valuable for governmental and organisational leaders interested in improving existing labour regulations and policies in Bahrain and elevating them to the level seen in the Global North. Originality/value: This study, to the best of my knowledge, is the first to investigate the glass-ceiling phenomenon in an underresearched context—namely, the Bahraini banking sector —and to examine the effectiveness of existing gender regulations and policies at governmental and organisational levels in the sector.

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36

Mxhakaza, Juliet Noxolo. "Perceived discrimination of women in the mining sector / Juliet Noxolo Mxhakaza." Thesis, North-West University, 2010. http://hdl.handle.net/10394/8297.

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In the South Africa mining industry women have been subjected to unfair discrimination due to their gender or sex, for thousands of years. The aim of this study is to establish if women discrimination still exists in this sector by exploring the experiences of women in this mining sector. More and more women are being employed in the mines, but it is not clear if they are subjected to discrimination or not. The research method for this study consists of a literature review and an empirical study. The aim of the literature review was to discuss the research done by others on the subject matter and their findings. Information gathered is used as a base for compiling the questionnaire which is used in the interviews that are conducted during the study. A qualitative phenomenological research method was used for the empirical study because of its effectiveness in identifying intangible factors, such as social norms, socioeconomic status, gender roles, and ethnicity, which are imperative for this study. The results of the study confirm that discrimination still exists in the mining industry. The evidence of this form of discrimination is in men's negative attitudes which are a problem that women have to deal with on daily basis. Men's negative attitudes create a hostile work environment for women that comprise of: disrespecting women, undermining of their capabilities, unequal treatment of women versus men, physically and verbally harass and I or abuse them, sex segregation and glass ceilings Few discrimination cases are reported to management because of fear of victimisation, fear of being seen as cry babies and because there is a perception that management is not supportive to women, therefore it's no use reporting a case because nothing will be done to discipline the perpetrator. The conclusion reached is that most mining organisations are faced with challenges of effectively implementing and managing change. Transformation policies are implemented but there is no internal and external (from government) monitoring, evaluation and verification systems. There is also limited buy in from people (middle and lower management) who are supposed to implement the policies. For effective transformation to happens these are the key issues that must be addressed.
Thesis (MBA)--North-West University, Potchefstroom Campus, 2011

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37

Miegroet, Helga Van. "Advancement to the Highest Faculty Ranks in Academic STEM: Explaining the Gender Gap at USU." DigitalCommons@USU, 2018. https://digitalcommons.usu.edu/etd/6936.

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Science and technology (S&T) disciplines at universities are still largely dominated by men, and few women are found in the highest employment ranks. Using the faculty data from Utah State University, this thesis explores the factors that help explain the difference in career trajectory between men and women in the S&T colleges. While there were few women in S&T colleges prior to the 1990s, more women have been hired since then, and the lower ranks of the faculty corps are starting to reflect the gender composition of the doctoral degree holders in the different fields. This is not the case for full professors and leadership positions, where women are still underrepresented. Analysis of the university careers of faculty in S&T colleges revealed that in the absence of formal guidelines, promotions to full professor were inconsistent, but men were generally promoted faster, especially when hired as associate professors. However, conscious measures by the university to make the promotion process more transparent and formalized reduced the variability in time to promotion to full professor for all faculty and minimized differences between men and women. Recognition of faculty achievement through awards still shows gender bias. Women proportionally receive less awards, especially in recognition of research activities. This study illustrates that clear guidelines reduce gender bias in decisions and improve gender equity in the academia.

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38

Licea, Irma L. "Today's glass ceiling| Executive women's experiences and perceptions regarding career advancement into executive leadership positions in transportation." Thesis, University of La Verne, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3584891.

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Purpose. The purpose of this study was to examine the progression and perception of the glass ceiling today, against the backdrop of decades of changing social developments, including changing demographics, economies, and technological advancements; legislative mandates; organizational structures with a more humanistic approach to human capital; a shift toward collaborative intra- and interagency organizational management; and an unprecedented active citizenry.

Theoretical Framework. The theoretical framework was based on three foundational theories: organizational theory, feminist theory, and collaborative management theory.

Methodology. This study included 12 participants, all executive-level women at the Los Angeles County Metropolitan Transportation Authority (LACMTA) from the deputy executive officer level and above. A semistructured interview approach was utilized to best capture each participant’s perceptions in relation to career advancement since each participant’s experience was different and due to the highly political climate associated with executive-level positions.

Findings. The glass ceiling is still pervasive, and all participants indicated being personally impacted by it. Comparable pay is still an issue, occupational segregation is still commonplace, children and marriage are still barriers to advancement, and despite in many cases women surpassing men in educational attainment, disparity at the top continues. Diversity has created unprecedented opportunity, even if by default. Work–life balance continues to be an issue. Technological advances and shifts to knowledge-based work are expected to increase career advancement. Feminine traits such as nurturing and consensus building that were once seen as negatives are now viewed as positive traits in collaborative structures.

Conclusions and Recommendations. The results of this study support the overall literature review and the researcher’s position that emerging changes in social and organizational structures, especially a shift to more humanistic and collaborative organizational structures, will create career advancement opportunities for women. However, since this a rapidly evolving structure, management/organizational reporting structures need to evolve as well. Women must educate themselves in nontraditional female fields like engineering and the sciences. Joining professional organizations, networking, and mentoring need to be practiced. Lastly, women must be committed to growth and know that they will have to work harder than men, have more education and credentials, and continue to push on the ceiling until it shatters.

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39

Rodgers, Keirsten M. "A thorough analysis of discrimination against women in the workplace and possible solutions to the glass ceiling." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1993. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1993.
Source: Masters Abstracts International, Volume: 45-06, page: 2960. Abstract precedes thesis as [1] preliminary leaf. Typescript. Includes bibliographical references (leaves 121-125).

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40

Meredith, Judy Alsobrooks. "The glass ceiling an analysis of women in administrative capacities in public universities in the Deep South /." Diss., Mississippi State : Mississippi State University, 2007. http://library.msstate.edu/etd/show.asp?etd=etd-05222007-145550.

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41

Pearson, Dominic. "Breaking the 'glass ceiling' of risk prediction in recidivism : an application of connectionist modelling to offender data." Thesis, University of York, 2011. http://etheses.whiterose.ac.uk/2574/.

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The present thesis explored the capability of connectionist models to break through the 'glass ceiling' of accuracy currently in operation in recidivism prediction (e.g., Yang, Wong, & Coid, 2010). Regardless of the inclusion of dynamic items, all risk measures rarely exceed .75 in terms of the area under the receiver operating characteristic curve (AUC) (Hanley & McNeil, 1982). This may reflect the emphasis of multiple regression equations on main effects of a few key variables tapping long-term anti-social potential. Connectionist models, not used in criminal justice, represent a promising alternative means of combining predictors given their ability to model interactions automatically. To promote learning from other fields a systematic review of the literature on the application of connectionist models to operational data is presented. Lessons were then taken forward in the development of a connectionist model suitable for the present data which comprised fields from the Offender Assessment System (OASys) (Home Office, 2002) relating to 4,048 offenders subject to probation supervision. Included in the items for modelling was the Offender Group Reconviction Scale (OGRS) (Copas & Marshall, 1998; Taylor, 1999). Combining static and dynamic items using conventional statistical methods showed a maximum cross-validated AUC of .82. Using the connectionist model however a substantial increase in accuracy was observed, AUC=.98, and this largely maintained when variations in time to recidivism were controlled. Variation to model parameters suggested that performance linked to the resources in the middle layer, responsible for modelling rare patterns and interactions between items. Model pruning confirmed that while the connectionist model exploited a wide range of variables in its classification decisions, the linear model was affected mainly by OGRS and a limited number of other variables. Results are discussed in terms of the theoretical and practical benefits of developing the use of connectionist models for better incorporating individuals' dynamic risk and protective factors in recidivism assessments, and reducing the costs associated with false classifications.

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42

Fridsén, Ellen, and Victoria Sjölander. "A comparative study of the glass ceiling effect in Sweden, Great Britain and France : Is there a difference in the glass ceiling effect for women in these three countries and do the level of education and type of workplace matter?" Thesis, Linnéuniversitetet, Institutionen för nationalekonomi och statistik (NS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84602.

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The inequality of the labour market has long been a discussed and studied topic and today we know that women earn less than their comparable male colleagues. Many studies have been conducted to find out if there is a glass ceiling effect for women in the labour market but most of these have used wages as their outcome variable. We wanted to see if women in the labour market face a glass ceiling when looking at the probability of holding a managerial position. We also wanted to see if there was any difference in the glass ceiling when comparing different countries so we studied the glass ceiling in Sweden, France and Great Britain. In order to study the glass ceiling, we use two separate probit regressions. The variable of interest in the first regression is the gender variable while in the other it is also an interaction term that shows the difference in the gender gaps between the private and public sector. The results show that there seems to be a glass ceiling effect in both France and Great Britain since the gender gap increases further up in the workplace hierarchy while the results for Sweden show that there is a gender gap throughout the workplace hierarchy. We also find that the gaps differ in the public and the private sector indicating that where you work can affect the probability of holding a managerial position.

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43

Vertrees, Stephanie N. "Removing the stained-glass ceiling : the communicative practices of the Church of the Nazarene women senior/solo pastors." Virtual Press, 2006. http://liblink.bsu.edu/uhtbin/catkey/1347738.

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The purpose of this study was to identify the communicative practices of women senior/solo pastors in the Church of the Nazarene. Orbe's (1996, 1998a) Co-cultural theoretical framework was employed to analyze the data gathered from 10 semi-structured, in-depth interviews, which identified seven communication orientations that the women senior/solo pastors in the study employed to advance and work within the denomination. Specific communication practices in each orientation were identified and explained. Additionally, through a grounded theory approach this research added to the Co-culture theory by identifying a new censoring practice—humor--expanding the use of existing practices, and clarifying the definition— "intragroup" networking. Finally, the results, the implications, and future research were discussed.
Department of Communication Studies

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44

Graziani, Garcia Meldin R. "Eliminating the glass ceiling how micro-financing empowers women and alleviates the effects of poverty in developing countries." Master's thesis, University of Central Florida, 2011. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4904.

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It is widely accepted as fact that the creation of a stable financial system is the catalyst which facilitates economic development and prosperity. However, developing countries which embark on a path of change often forget the cardinal rule: addressing the needs of those who suffer from poverty, inequality, and political strife. In other words, change starts from the ground up; not the other way around. First among the challenges facing these countries, is the need to change the lending rules followed by traditional financial institutions--banks and other private lenders--who are unwilling to provide their services to individuals with little income and few if any assets that can be used as collateral. Second, global organizations like the United Nations, World Bank, and the International Monetary Fund have failed to provide aid in a way that forces the creation of positive and sustainable change for fragile and destabilized societies. For this reason, many developing countries which receive financial aid are no better off than they were before the interventions occurred, and in some cases worse. Finally, other aid programs and even well-intentioned government efforts to reduce poverty fail simply because they are misguided. Too much attention and financial resources are devoted to grand schemes of long-term duration and not enough is given to impacting human lives in the present. In 1973, visionary economist Muhammud Yunus witnessed his beloved country of Bangladesh sinking into the deepest realms of poverty; much of its population in despair and left without hope of extricating itself from a bleak existence. The problem was compounded by the fact that its government was preoccupied with matters of State rather than those of its people; its financial institutions were oblivious to the pain and hunger which surrounded them, and international donors were simply giving away money without any form of control or direct involvement.; Out of this scenario, Yunus started with an idea that would alter not only his life, but the lives of people in Bangladesh and the world over: micro-finance. To this day, nearly every text written on the subject calls micro-finance a weapon in the fight against global poverty, but only a mere few recognize just how much of the gains made in this "fight" are attributable to the direct involvement of women in micro-financing. This thesis posits that while Muhammud Yunus created an idea for the benefit of "the global poor", it actually became a medium for the empowerment of women around the world. In fact, much of the praise awarded to micro-finance as success omit recognition of what should be obvious: the driving force behind the success of micro-lending is (poor) women. This statement does not seek to diminish the merits of an idea which has put a significant mark on the global economy, or to ignore the accomplishments of millions of men who through hard work have overcome poverty. However, what began as a genderless effort to help the poor of Bangladesh soon changed to one that overwhelmingly favored women. To this day, lending primarily to women has become the modus operandi of the microfinance industry for one reason above all: because women have proven they are a good business risk. The first part of this thesis will analyze the birth and development of the micro-financing system with special emphasis on its creator, Muhammed Yunus and the financial institution he founded for the purpose of implementing his idea, Grameen Bank. The second part will review the growth of micro-financing across the world with focus on Kiva, a web-based organization which represents the melding of micro-finance with 21st century technology. Finally, the thesis will look at Pro Mujer, a micro-financing organization which has successfully operated in Latin America for the last 20 years and developed a niche that expands the horizons of empowerment.
ID: 029808766; System requirements: World Wide Web browser and PDF reader.; Mode of access: World Wide Web.; Thesis (M.A.)--University of Central Florida, 2011.; Includes bibliographical references (p. 105-113).
M.A.
Masters
Political Science
Sciences

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45

Restaino, Kate B. "The Other Side of the Glass Ceiling: For Females, Climbing the Corporate Ladder is only Half the Battle." Scholarship @ Claremont, 2016. http://scholarship.claremont.edu/scripps_theses/785.

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Agentic women continue to be penalized for success in male-dominated industries, resulting in gender discrimination and differing opportunity structures (Foschi, 2000). The purpose of the proposed study is to see how an employee’s gender and status in male-dominated corporate settings influence participants’ perceptions of competency, liking, and consequences after the employee makes a mistake. These dependent variables will also be examined in relationship to participants’ level of sexism. Approximately 132 participants will be recruited from high technology companies, and will read a vignette about a male or female and entry-level or executive employee who makes a mistake. They will then answer competency, liking, and firing questions, as well as Glick & Fiske’s (1996) Ambivalent Sexism Inventory. Participants are expected to perceive females more negatively than males, and executives more negatively than entry-level employees. Additionally, female executives will be perceived as the least competent, and will be the least well liked. It is also predicted that they will be most likely fired. This study may add important information on gender stereotyping in the workplace, and further explore how an employee’s status in the company influences perceptions of the employee. The implications of the proposed study for future research are also discussed.

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46

Risbourg, Julie. "Breaking the 'glass ceiling' : A Critical Discourse Analysis of how powerful businesswomen are portrayed in The Economist online." Thesis, Högskolan för lärande och kommunikation, Högskolan i Jönköping, HLK, Medie- och kommunikationsvetenskap, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-40576.

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47

Scott, Jessica A. "Beyond the Fourth Grade Glass Ceiling: Understanding Reading Comprehension Among Bilingual/Bimodal Deaf and Hard of Hearing Students." Thesis, Harvard University, 2015. http://nrs.harvard.edu/urn-3:HUL.InstRepos:16461045.

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Research has found that, on average, deaf and hard of hearing (DHH) students graduate from high school reading at the fourth grade level (Allen, 1986). Additionally, DHH children of deaf parents (Charrow & Fletcher, 1974) and those with strong American Sign Language (ASL) proficiency (Strong & Prinz, 1997) tend to outperform DHH students without parents who are proficient in ASL. The Simple View of Reading (SVR; Gough & Tunmer, 1986) suggests that reading comprehension is a product of decoding and language proficiency. Many DHH students have limited auditory access, and may struggle to acquire English, especially the more demanding academic English characteristics of school texts (Mayer & Wells, 1996). Academic English has been identified as a strong predictor of reading comprehension among hearing children (Uccelli et al., 2015). Guided by a modified SVR model, in this study I investigate DHH secondary school students’ reading comprehension as predicted by receptive ASL proficiency, word reading fluency/decoding, and academic English proficiency. Guided by prior research on DHH and hearing students, I investigate the hypothesis that for secondary school DHH students enrolled in ASL/English bilingual/bimodal schools for the deaf, academic English proficiency is a significant predictor of reading comprehension alongside ASL proficiency. In this study, a sample of secondary school DHH students were tested in ASL proficiency, academic English proficiency, word reading fluency (a proxy for decoding), and reading comprehension. Using linear regression, an interaction between academic English proficiency and word reading fluency was detected, such that the lower the level of academic English proficiency, the higher the impact of word reading fluency on reading comprehension. ASL skills predicted reading comprehension across all models. Findings support a model in which socio-demographic factors, ASL proficiency, and word reading fluency are predictors of reading comprehension for secondary DHH students. This study is innovative in assessing three sets of language and reading skills essential for DHH students’ reading comprehension. The continued adaptation of instruments that target these constructs, as well as studies with larger samples, are critical to further explore the innovative theoretical model of reading comprehension for DHH students proposed in this study.
Human Development and Education

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48

Amin, Sohaib. "Gender inequality in the workplace : Banks from Sweden and Pakistan." Thesis, Högskolan i Gävle, Institutionen för ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-19845.

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The aim of the study is to investigate the glass ceiling and the gender wage gap and reasons behind gender inequality in the banking sector of Sweden and Pakistan.

Please find the attached master thesis pdf file.

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49

Malaret, Stacey Lazenby. "A Study of Gender Equality at Private and Public Two-Year and Four-Year Florida Institutions." Doctoral diss., University of Central Florida, 2007. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2420.

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This study sought to examine the perception of gender equality from the viewpoint of women administrators at Florida public and private two- and four-year institutions. Potential respondents were chosen from American College Personnel Association and/or National Association of Student Personnel Administrators databases. The data used for this study were obtained from 32 female administrators (50% response rate) who completed a self-administered online questionnaire, distributed to potential respondents in August and September, 2007. Collected data were entered into an SPSS database. Through data analysis, confidence intervals were reported for each survey item. Comparable means were studied for each of the six independent variables used in the survey. A broad array of gender equality information was disclosed in the data and literature. This information provided a basis for further research topics on perception on gender equality in higher education administration.
Ed.D.
Department of Educational Research, Technology and Leadership
Graduate Studies;
Educational Leadership EdD

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50

Tsakalou, Eleni. "Why are women underrepresented in engineering management? : the case of Asea Brown Boveri (ABB)." Thesis, Högskolan i Gävle, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-23373.

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Purpose: The purpose of this study is to examine the factors that influence the underrepresentation of women in managerial positions in engineering sector. The study is based on the fact that there are less female leaders both in management and in engineering. Design/Methodology/Approach: The method used in order to accomplish this research is a qualitative approach. The primary data was collecting by semi-structured interviews with employees of the case company (ABB). The sample consists of ten employees, males and females, who hold different positions in the company. Findings: The empirical findings and the analysis show the factors regarding the underrepresentation of women in managerial positions. The study indicates that glass ceiling, gender stereotyping, engineering culture and balancing professional and family life, are major obstacles in women‘s career today. Limitations: I limited my study to only one engineering company therefore the results cannot be generalized for the whole engineering industry. Also, even though this study examines why women are underrepresented in engineering industry, I interviewed both male and female employees in order to illustrate both perspectives about the issue. Contribution: This study confirms the existing theories regarding the affect of underrepresentation of women in engineering industry and highlights the facts that delay women‘s advancement. Engineering culture does not encourage mentoring towards women and women are seen as outsiders in networking activities. Thus, this study gives the opportunity to managers in engineering to consider the reality about females in the sector in order to improve the current situation.

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Дисертації з теми "Glass ceiling"

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