The Glass Ceiling and Solutions to Level the Playing FieldRead More
Ah, that corporate ladder, gender bias, the elusive glass ceiling… and all the angst that accompanies this topic.
First, what does all of it really mean? What is gender bias? The glass ceiling? And why are so few women at the top? Don’t women just not want as much work responsibility? Why are they always complaining about inequality? The opportunity is there if they work hard and smart- right?
Not exactly. Actually, it’s very complicated. It has been more than 50 years since the EEOC (Equal Employment Opportunity Commission) was established. Yet we still don’t have true equal opportunity inside many American companies. For example, how can a company claim equal opportunity if not all jobs are posted, qualifications are not scrutinized, and the process is not protected with independent checks and balances against unconscious human bias? It’s just not a level playing field yet. Good news! It can get much closer by implementing four categories of changes that have been proven to work.
In the presentation linked below, we explore the root causes of the glass ceiling and the four categories of changes- the solutions to the problems. In addition, we also tackle potential approaches to realize change.
You may feel uncomfortable as you flip through the slides. However, we want to solve the problem of the underrepresentation of women in leadership positions across America. So let’s approach this as a normal business challenge – first seek to understand. Understand the why. Then let’s have open, candid dialogue – outside and inside the office. Let’s be courageous; figure this thing out together once and for all.
There is nothing to fear. Both men and women benefit when companies implement the ShowMe50 Win-Win Checklist – Gender bias training, transparent talent management and performance evaluation systems, gender neutral workplace flexibility and executive commitment. Equal economic opportunity and inclusive workplaces are good for families. Equality is good for everyone – including shareholders. Diverse, included, fully engaged employees fuel productive, smarter and innovative teams. That means more business growth!
Presentation: Solutions for Level Playing Field
For more information about the complex causes and solutions, be sure to read the Q&A document in the Resources tab of the website under Business Case and Statistics.
Follow our LinkedIn company page for current content on the four solutions
Join our online Lean In Circle to engage in a members-only conversation about career barriers at work.