RAYUT SIMAN
Artist information
This piece was published in march 8th of 2014, by artist Rayut Siman. It was uploaded on a print site, offered to around 40,000 members and sold to around 1,000 of those. It was also posted and spread on social media. The piece was created to raise awareness for limitations against females on Women’s Day.
I wish to investigate the depiction of gender and stereotyping in Siman’s work. Women are often oppressed in the work place and regularly face limiting factors in the climb of the corporate ladder.
THE GLASS CEILING
The term ‘Glass Ceiling’ refers to the invisible barrier that prevents an individual from achieving further success in the work place. It is presented here in the context of the female gender.
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An example would be a woman that has better skills, talent and education than her male peers but is obviously being overlooked for promotions.
The glass ceiling metaphor in the business world is the reference to an employee’s rise up the ranks of the organization. In theory, nothing “physically” prevents a woman from being promoted, but women can see that the higher their rank, the more promotions, pay rises, perks and opportunities they should have. But Instead of being able to realize the same success as peers, in this case, male peers, the glass ceiling will stop her from progressing to a higher position in the workplace.
The frustrating thing about this kind of oppression is that it is covert and cannot be seen. Instead of being a tangible barrier that would be easy to identify, a glass ceiling in the workplace persists in very subtle ways. It is not visible, but it is all too real for the women who are faced with it as presented in this
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However, there could be a more positive message behind this color. Gray is once again a neutral color, and therefore a stable base from which something new and positive can come. This woman could be rising up, challenging this ‘glass ceiling’ and starting again, striving for a more equal and fair workplace.
The gradient could also enforce this theory. The gradient is directed up towards the sky, she could be struggling to get up, but she is trying, she is trying to break the glass ceiling, and excel these limits that are put on her.
THE WOMAN ISNT SAYING ANYTHING
The woman has little to no say in the situation. Looking at it in a business manner, she is unhappy with her position and wants to achieve greater things, yet due to her role, and subordinate position, she cannot voice her opinion. Nor would it seem that the men would actually listen, as they appear to be so oblivious towards the matter.
HER CLOTHING
The
Unfortunately, even today, women are still trying to prove themselves equal to men in many ways. The “glass ceiling” is perhaps one of the most familiar and evocative metaphors to surface from the 20th century. This expression has been used widely in the popular media as well as in official government reports. The image suggest that although it may be the case now that women are able to get through the front door professional hierarchies, at some point they hit an invisible barrier that blocks any further upward movement. “Below this barrier, women are able to get promoted; beyond this barrier, they are not”. Such a situation can be considered a limiting case for a more general phenomenon: situations in which the disadvantages women face relative to men strengthen as they move up executive hierarches. “Traditional approaches to recruitment, organization and job design, performance management and promotions are often designed in ways that are more suited to men than to women. This is what creates the glass ceiling”. Beyond the limit of job titles, the glass ceiling also creates a pay difference between men and women performing the same work requirements.
From the history of being obedient to the rules of society, women have changed their present completely by almost taking half the work force in the industry, making the world move in their direction (58). But still, men get more promotions and are paid more and we look up, to the management chart of a work place, it's hard to find the female staff at the upper levels. Many observers came up with different observation for this which is true to some extent but what is more accurate is women’s drastic lack of confidence (58).
The glass ceiling is defined as the “unseen, yet unbreachable barrier that keeps… women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements.” According to the Department of Labor, the glass ceiling is made up of “artificial barriers [that are] based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organization into management-level positions.” Qualified women are continuously denied a promotion to the highest levels of corporate America and other professions. Once women reach a certain level at their career, they plateau and the glass ceiling prevents them from advancing any higher.
The "glass ceiling" has held women back from certain positions and opportunities in the workplace. Women are stereotyped as part-time, lower-grade workers with limited opportunities for training and advancement because of this "glass ceiling". How have women managed their careers when confronted by this glass ceiling? It has been difficult; American women have struggled for their role in society since 1848. Women’s roles have changed significantly throughout the past centuries because of their willingness and persistence. Women have contributed to the change pace of their role in the workplace by showing motivation and perseverance.
Women face discrimination in the workplace. Discrimination is defined as a behavioral activity is exhibited in how people treat members of other groups and in the decisions they make about others. In chapter 3 Race and Ethnicity in the United States discusses how discrimination not only effects positions in companies it also affects pay rates. Income is drastically different when it comes to men and women and only gets worse for women who are minorities. These women have broken through the glass ceiling in their corporations. “In 1991 the Glass Ceiling Commission was formed to help women and minorities, fight their derrepresentation in the workplace”. With this article and with research that is being done women are starting to break the glass ceiling that is holding them down. Women account for only 2.2% of Fortune 500 companies CEO roles. The number is shockingly low, less than 15 companies have women CEO’s in the 500 companies we look at that best fit our country’s
Of all the calendar days, not much has occurred on February 4th; however, in 1921 this day gave birth to a movement which ignited a fire that still hasn’t stopped its burning. More specifically, it gave birth to Bettye Naomi Goldstein, who would go on in life to attend Smith College, marry Carl Friedan, and author The Feminine Mystique (Biography.com). By writing this novel, she was able to bring the idea of power back through the minds of women in the second wave of feminism. Many argue against feminism, describing the cultural phenomenon as hypocritical and misandrous Merriam-Webster defines ‘feminism’ as, “The belief that men and women should have equal rights and opportunities.”
Through the course of history, women have accomplished many feats surpassing stereotypes of being only useful for their vanity. The scholar Chisholm-Burns states that “it is clear that gender bias remains a challenge for women in the workplace, particularly as they try to move up the career ladder” (312). Society has made it hard, but not impossible, for women to accomplish certain goals. Burns continues by giving an explanation of the term “glass ceiling”, which is another form of discrimination towards women. “Glass
The “glass ceiling” is a barrier to advancement that affects women when they work in
Gender, as socially constructed differences between men and women and the beliefs and identities that support difference and inequality, is also present in all organizations (Gender & Society). It has been known that most women have continued to stick to the traditional jobs because it is just easier to do so. They do it to avoid any hardship in the work place and discrimination when applying for a job or working for a company. Non-traditional careers and jobs for woman are hard to find and when hired woman are segregated to the wage gap. Class relations in the workplace, such as supervisory practices or wage-setting processes, were shaped by gendered and sexualized attitudes and assumptions (Gender & Society). For example, in the work place managers were almost always men; the lower-level white-collar workers were always women (Gender &
It is primarily evident that a lot of amendments have been made in the field of employment to achieve a sense of work place equality for men and women. However, there is the understanding that the topic of inequality and inequity is still persistent in contemporary society. It is manifest that there are a numerous amount of barriers that females endure in the workplace environment, and this binary is occurring because of their gender roles. This paper’s intent is to recognize that the concept of gender stratification experienced in the occupational spectrum causes the downward social mobility for females. The focus of this paper is to further investigate the argument that women in the workplace are still facing numerous amounts of impediments,
Also, the majority of women have been able to secure employment from traditionally female occupations such as teaching compared to male-dominated careers like engineering. Moreover, democratic country like the United States of America has recognized gender inequality as a fundamental issue and espouse equal right between men and women in contributing to social, economic and cultural life. Despite this improvement, gender inequality persists as women are not represented and treated equally in the workplace (Michialidis, Morphitou, & Theophylatou, 2012). The increasing number of women in the workplace has not provided equal opportunity for career advancement for females due to the way women are treated in an organization and the society. Also, attaining an executive position seem impossible for women due to the glass ceiling effects which defines the invisible and artificial barrier created by attitudinal and organizational prejudices, which inhibit women from attaining top executive positions (Wirth
This essay is an analysis of contemporary issues associated with gender and power in the workplace; which will specifically include a discussion of gender relations, stereotyping, women’s identity, the structuring of formal and informal power, sources of inequality, and sexual harassment.
This is when comparing employees where both genders spend the same amount of time working. Not only do women encounter unfairness in work pay, they also face a “glass ceiling” on a promotional basis. This glass ceiling is a “promotion barrier that prevents a woman’s upward ability” (2). For example, if a woman is able to enter a job traditionally for men, she will still not receive the same pay or experience the same increase in occupational ability. Gender typing plays a huge role in the workplace.
In the 1980’s a term was introduced that changed how we viewed inequality in the work force. The glass ceiling is a metaphor for the invisible and artificial barriers that block women and minorities from advancing in the corporate ladder to management and executive positions. Although there was a dramatically growing presence in the workplace women and minorities remained underrepresented according to the United States congress in 1991. The wage gap continues to be a reality for working women. Gender stereotype and gender communication differences pose dilemmas for women as well.
It can be concluded that women are treated in terms of stereotyped impressions of being the lowest class and greater evidence can be found that there are large disparities between the women and the men 's class. It can be seen that women are more likely to play casual roles as they are most likely to take seasonal and part time work so that they can work according to their needs. They are hampered from progressing upward into the organizations as they face problems like lack of health insurance, sexual harassments, lower wage rates, gender biases and attitudes of negative behavior. However, this wouldn’t have hampered the participation of the women in the work force and they continue to increase their efforts which is highly evident in the occupational and job ratios of females in the industry.