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The glass ceiling metaphor has often been used to describe invisible barriers ("glass") through which women can see elite positions but cannot reach them ("ceiling"). [15] These barriers prevent large numbers of women and ethnic minorities from obtaining and securing the most powerful, prestigious and highest-grossing jobs in the workforce. [ 16 ]
The glass ceiling has been found to be mostly exclusive to white men compared to other races. [10] Additionally, Researcher James Maume found strong predictive power that men do benefit from a glass escalator, but men and women do not have access to the same benefits due to the concept of the glass ceiling. [11]
Glass-Ceiling Index (GCI) is an index for visualizing the glass ceiling metaphor, created by The Economist, combining data on higher education, labour-force participation, pay, child cares costs, maternity and paternity rights business-school applications and representation in senior jobs. [1]
In the workplace, both in the public and private sector, the opportunities available to women are trumped by a glass ceiling. The glass ceiling is a phenomenon in which women in the workplace, climb the corporate ladder with qualifications equal to those of their male counterparts only to find that they cannot proceed past a certain point due ...
In her 1992 article, "The Glass Escalator: Hidden Advantages for Men in the "Female" Professions", Williams proposed the concept of the glass escalator. [ 6 ] [ 7 ] The glass escalator refers to the way men, namely heterosexual white men, are put on a fast track to advanced positions when entering primarily female-dominated professions.
The glass cliff is a hypothesized phenomenon in which women are more likely to break the "glass ceiling" (i.e. achieve leadership roles in business and government) during periods of crisis or downturn when the risk of failure is highest.
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