AN ASSESSMENT OF THE EFFECTS OF THE "GLASS CEILING" PHENOMENON IN RELATION TO THE ACTUAL PROMOTIONS OF WOMEN TO TOP-MANAGEMENT POSITIONS IN AMERICAN ORGANIZATIONS
The purpose of this study is to assess effects of the "glass ceiling" phenomenon in relation to the actual promotions of women to top-management positions in American organizations.
It was found that evidence exists that discrimination against women in relation to promotion to upper-management does exist in American organizations. This finding led to a conclusion that discrimination against the promotion of women to upper-management positions in American organizations is pervasive.
It was found also that (1) overt company policies discriminating against the promotion of women to upper-management, (2) an ingrained and unconscious bias among company recruiters against the selection of women for induction into lower- and middle-management positions, and (3) an ingrained and unconscious bias among company selectors against the selection of women for promotion into lower- and middle-management positions were the most important of the factor involved in the discrimination against women in relation to the promotion to upper-management positions in American organizations. It is obvious that, (1) if women are not recruited into lower- and middle-management positions and (2) if women in the organization are not selected for promotion to lower- and middle-management positions, they (3) cannot be promoted to upper-management positions. This reasoning would accord primacy to recruitment and selection. It is equally obvious, however, that if an overt company policy is in place that discriminates against women in the promotion to upper-management, it is of little consequence if they have either been recruited into or promoted into lower- and middle management positions. This line of reasoning would accord primacy to the existence of overt company policies against women in rela...