The Invisible Barriers Limiting Women's Progress
Jessica Reynolds
Writing Assignment 3
Barriers
The invisible barriers limit women's progress toward employment equality. It extends from the "glass ceiling" at the top of the nation's largest corporations to the "sticky floor" of low-paying jobs at the bottom of the labor market. These barriers are created by a process of exclusionary practices that successfully eliminate women, people of color, and other disadvantaged groups as candidates for higher positions.
Individuals who occupy top positions work towards maintaining rules and procedures related to hiring, promotion, and other personnel practices that work to their advantage and exclude others. Job recruitment and hiring practices used by employers often result in the initial placement of women in jobs that have short or nonexistent job ladders because of discrimination within the company.
Research clearly demonstrates a gender gap within the economy. U.S. women still earned only 77 cents on the male dollar in 2008, according to the latest census statistics. And women earned less than men in all 20 industries and even in fields in which their numbers are overwhelming. Female secretaries, for instance, earn just 83.4% as much as male ones. This gender gap exisists because the heirachy within companies believe woman are inconstant becauseNegative stereotyping of child-bearing women. Alarmingly, it consistently shows that parental status bears significantly on the evaluations of job applicants and current employees. And despite anti-discrimination laws that forbid employers from inquiring about parental and marital status these questions are frequently asked during interviews.
U.S. women still earned only 77 cents on the male dollar in 2008, according to the latest census statistics. Women earned less than men in all 20 industries and even in fields in which their numbers are overwhelming. Female secretaries, for instance, earn just 83.4% as much as male ones. And those who pick male-dominated
Writing Assignment 3
Barriers
The invisible barriers limit women's progress toward employment equality. It extends from the "glass ceiling" at the top of the nation's largest corporations to the "sticky floor" of low-paying jobs at the bottom of the labor market. These barriers are created by a process of exclusionary practices that successfully eliminate women, people of color, and other disadvantaged groups as candidates for higher positions.
Individuals who occupy top positions work towards maintaining rules and procedures related to hiring, promotion, and other personnel practices that work to their advantage and exclude others. Job recruitment and hiring practices used by employers often result in the initial placement of women in jobs that have short or nonexistent job ladders because of discrimination within the company.
Research clearly demonstrates a gender gap within the economy. U.S. women still earned only 77 cents on the male dollar in 2008, according to the latest census statistics. And women earned less than men in all 20 industries and even in fields in which their numbers are overwhelming. Female secretaries, for instance, earn just 83.4% as much as male ones. This gender gap exisists because the heirachy within companies believe woman are inconstant becauseNegative stereotyping of child-bearing women. Alarmingly, it consistently shows that parental status bears significantly on the evaluations of job applicants and current employees. And despite anti-discrimination laws that forbid employers from inquiring about parental and marital status these questions are frequently asked during interviews.
U.S. women still earned only 77 cents on the male dollar in 2008, according to the latest census statistics. Women earned less than men in all 20 industries and even in fields in which their numbers are overwhelming. Female secretaries, for instance, earn just 83.4% as much as male ones. And those who pick male-dominated