Abstract:
The socio-cultural, legal, personal, and organizational forces that affect a woman’s emergence to the upper echelons of an institution are universal problems. The glass ceiling is a reality in the true sense. This is not only because women are usually held to higher standards than men but also because they are neither made aware of, nor given opportunities that would catapult them to the upper grating. Often, women with technical competencies in line functions such as manufacturing, R&D and operations end up in staff functions. This phenomena of "Glass ceiling" could be explained as an invisible top boundary in corporate towers and other organizations, above which it is difficult or rather impossible for women to rise in the ranks. "Glass ceiling" is a metaphor for the hard-to-see informal barriers or norms that keep women from getting promotions, pay raises, and further advancements in their career. It is termed as "glass" because it's not usually visible, and a woman may not be aware of its existence until she actually "hits" the roadblock. It may not be an explicit practice of discriminating against women — though some specific policies, practices, and attitudes may exist that create this road block without the intention to discriminate.
