Good morning everyone. My name is jacqualine joanne. I am a student from HRM549, and I will tell
you about Managing diversity workforce & the glass ceiling.
The glass ceiling can be defined as a metaphor referring to an artificial barrier that prevents women
and minorities from being promoted to managerial – and executive – level positions within an
organisation. This phrase is used to describe the difficulties faced by women when trying to move to
higher role in a male-dominated hierarchy. The barriers are often unwritten, where women are likely
to be restricted from advancing through accepted norms and implicit biases rather than defined
corporate policies.
I will talk more on women working in diversity workforce, and I am taking an article from Miss Lucy
Franklin as a proof why women should banish self-doubt to promote female success. In this article,
miss Lucy told that there are still less likely for ladies to achieve top management position, whereby
only 9% of professional services companies have female managing directors. Gender inequality will
always be around even after years of this issue. This consequences in women doubting themselves
to nourish to full potential. In this article, she mentioned about changing the culture in the
workplace, encouraging people to believe in themselves and give them the opportunities to see
where and how their skills could be boosted, better used or increased.
Glass ceiling can happen in any company, including ours. There are ways to reduce glass ceiling in
our current companies. Firstly, employers should recruit and promote based on talent and potential.
People like to work with people who are like them, so employers should really evaluate the
employees based on their work, this includes women. Secondly, employers must eliminate
evaluation bias in their company. Employer should identify the companies goals and distribute
information wisely. For example, employers need to include a system of checks and balances to
eliminate unconscious bias. Lastly, promote gender-neutral networking. Employers need to make all
employees feel welcome by focusing on gender neutral activities, such as treating everyone to a nice
meal or taking them to a field trip.