Essay On Glass Ceiling

There is constant talk of the “glass ceiling” and the inequality of women in the work place. When these topics come up, they are often associated with negative connotations and with a radical feminist approach. Instead of pointing out the disparity of American women in the work place, this paper will focus on the advancements women have made, and show that although there still may be a wage gap and glass ceiling, it is not as drastic as it is more often made out to be.
In no way will this paper deny workplace inequality, but rather by using research, data and logical argumentation, it will attempt to dispel the negativity, and clarify the reasons for variation among wages and success between genders within the United States workforce. This paper will explain the idea of a glass ceiling that is not socially constructed, but rather is now in the process of being re-studied and possibly explained as a self-fulfilled prophecy.
This topic may not be appealing to everyone, however everyone will interact with women in their lifetime, and with a changing workforce, the probability of having female coworkers is increasing.
For women, this topic may be viewed as a confidence boost. Instead of focusing on negatives and the problems that are still apparent in society, it focuses on the achievements and great strides that women have made in the workforce. It will explain success throughout American history, and help motivate the female gender to continue to push forward, innovate and become a force to be recognized as important and necessary in the professional environment.
For men, this topic is to be refreshing. It is another view inside a woman’s mind that does not viciously explain feministic ideas, but rather defines what has ha...

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...pgrading, demotion or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship.” This Order was the first law that extended the idea of Affirmative Action. Although it did not list gender as a point of equality, nor did it require equality outside of Federal jobs, it became the skeleton for additional amendments and Executive Orders.
One such additional Order was The Equal Pay Act of 1963. This Executive Order mandated that employees of opposite genders must be paid relatively equally when completing work for jobs that require equal skill, effort and responsibility that are completed under equal working conditions. However, positions that are based on merit, seniority, or quantity/quality of production are not ensured or legally obliged to said Order.