class ceiling
DESCRIPTION
exploitation in workplaceTRANSCRIPT
GROUP MEMBER: MASRA’ UMIRA BINTI ABD RAHIM 033212FARIDAH BINTI TUGIMIN 033194AMALIAH BINTI YUSOF 032463
PREPARED FOR: DR. BAHYAH BINTI ABD HAMID
MGS 3043
HUMAN RESOURCES & MANAGEMENT
GLASSCEILING
WHAT DO YOU UNDERSTAND ?
DISCUSSION
MEASURES TO OVERCOME6
• ISSUES REGARDING GLASS CEILING 5
DEFINITION GLASS CEILING1
EFFECTS OF GLASS CEILING 3
FACTORS OF GLASS CEILING 4
CORPORATE MALAYSIAN WOMEN FIGURES7
RECOMMENDATIONS8
TYPES OF BARRIERS2
An unofficial barrier to workplace
advancement, usually in regard to women or minority
groups.
Unseen barrier
unreachable barrier
keeps minorities and women from rising to the upper rungs of the corporate
ladder, regardless of their qualifications or achievements (U.S. Glass Ceiling
Commission 1995).
It is most often heard in the context of WOMEN!!!
This invisible barrier
continues to exist, even :
no explicit obstacles keeping
women from acquiring
advanced job positions
no advertisements that specifically say “no women
hired at this establishment”
nor are there any formal orders that say “women are not qualified”
BARRIERS TYPE OF GLASS CEILING
Different wages for the same or
comparable work
Requirement of long hours for advancement
Discrimination against people
due to their race, GENDER,
ethnicity, religion or age
A lack of family-friendly
work environments
Discrimination against people
who may be gay, single
parents, or non-parents
women and minorities are less likely than
men to hold managerial positions, especially
positions at the top (Elliott and Smith 2004).
EFFECT
FACTORS
Dual Responsibilities 1
role as wife and mother comes
first
Professional women everywhere suffer great
tension intheir attempts to reconcile
their professional and traditional roles. (Parikh)
G.A. Williams notes, “It ishard and demanding
work and virtually impossible for a woman
with children”
Malaysian women also retire earlier
than their male counterparts.
cannot balance work and family
life
FACTORS
FACTORS
stereotypes and biases 2
feel an aversion to taking a risk by hiring a woman
women are too emotional or too
illogical for senior management
concept of what a leader should be(organizational
culture, prolonging the masculine heroic
style leader)
FACTORS
FACTORS
Gender segmentation 3
an earnings gap exists ‘non-female’ fields
AVERAGE MONTHLY BASIC WAGE BY OCCUPATION AND SEX IN MALAYSIA
ISSUES
Beatrice Fernandez cases Pregnant only
after Five Years of Employment
Stewardess may have only three
children Different
Retirement Ages (female :40)
ethnic minorities are in low-wage jobs
biggest obstacles to the Malays and
Indians from getting well paid jobs
perception that ethnic minority does not
have the necessary work ethic and value
to the modern economy.
ISSUES
requiring those who want to work
to open the lid and wear skirts
Malay graduates are discriminated
against in the private sector
HOW???Human Resources Professionals Perspective
Knowledgeable about how the glass ceiling phenomenon may directly or indirectly impact.
Knowledgeable of employments laws, programs and practices for their organization.
Workplaces changes
1. Ask Wome
n
2. Suppo
rt woma
n netwo
rk3.
Reverse
monitoring
of board
4. By flow
Lets break the glass ceiling!!
Motivation,
career, success
Networking
WOMEN /HERSELF
PERSPECTIVE
Contex, Constrain
, Work life
balance
Profile, reputatio
n, impressi
on manage
ment
Understanding
Organisational
politics
Personal Develop
ment and
Leadership
MALAYSIAN WOMEN WITHCORPORATE MUSCLE
Tan Sri Dr Zeti Akhtar AzizDatuk Rebecca Fatima Sta Maria
Tan Sri Dr Robaayah Zambahari
Datuk Noorizah Binti Abd Hamid
Tan Sri Siti Norma Yaakob Rita Benoy Bushon
Maybe YOU
Will be the next story
RECOMMENDATION
Examine the Organizational Culture
Drive Change Through Management Commitment
Recommendation towards Government
constituents make measurable progress in the representation of women at decision-making level to attain balanced participation of men and women
Today, there are many more women and minorities in powerful positions. However, the glass ceiling is STILL
VERY REAL. And it's not always limited to gender or race.