International Research Journal of Human Resources and Social Sciences Impact Factor- 3.866
Vol. 3, Issue 5, May 2016 ISSN(O): (2349-4085) ISSN(P): (2394-4218)
© Associated Asia Research Foundation (AARF)
Website: www.aarf.asia Email : editor@aarf.asia , editoraarf@gmail.com
GLASS CEILING EFFECT AND ITS IMPACT ON THE MENTAL
HEALTH OF WOMEN
Manpreet Ola,
Assistant Professor, Amity University Gurgaon (Haryana).
ABSTRACT
Women workers in organizations are increasing at a rapid rate, despite of all this women still
experience large disparities in salary, promotion and prestige. These inseparable barriers, that
often keeps women down are referred to as the glass ceiling. All these issues at work place which
is created by glass ceiling have an impact on the mental health of women and we as people
should collectively make efforts to combat this practice for betterment of our nation, our women
and our society; and this is the focus of this paper.
Key words: Glass Ceiling, Women and Mental Health
INTRODUCTION:
We hear in the media regarding women been given equal status, equal rights and priorities
everywhere. We celebrate women’s day with such pomp and glory, despite of all this women
face discrimination in the work culture. Here in this 21st century, women are still fighting for
their rights in every aspect of life and the women employees too are not the exception.
According to various published articles and research reports on discrimination and inequality in
work force with women. It has been observed that women think that gender barrier is playing a
determinant role in pulling down their achievements at the workplace. Society is consciously
continuing the tradition that a women place belongs at home (Jacob, 1992). But due to
the women have started believing that their duties are not only restricted to household works and
looking after their children. But there are still a lot of women who under the pressures of the
society are compelled to think and limit their lives to their families, household and children and
those of those who take the bold step of going out in this competitive world to prove their worth
have to face exploitation, discrimination and harassment. All these discrepancies in the
treatment given to men and the treatment given to women led to researches on a concept termed
as “glass ceiling”.
The glass ceiling is a concept that most frequently refers to barriers faced by women who
attempt, or aspire, to attain senior positions as well as higher salary levels in corporations,
government, education and nonprofit organizations. Worldwide, individual women have been
breaking through the glass ceiling. The term “glass ceiling” was coined in a 1986 in the Wall
Street Journal report on corporate women by Hymowitz and Schellhardt (1986).
It is one of the most convincing terms for analyzing inequalities between men and women in the
workplace. It has been used widely in the popular articles, media as well as in official
government reports and academic publications (Garland 1991). The image suggests that although
it may now be the case that women are able to get through the front door of managerial
hierarchies, at some point they hit an invisible barrier that blocks any further upward movement.
Evidence of the glass ceiling has been described as invisible, covert and overt. At the root of the
glass ceiling are gender-based barriers, commonly cited in the literature and noted in anecdotes.
These barriers run the scope from gender stereotypes to preferred leadership styles to tokenism,
sexism in the high managerial ranks.
GLASS CEILING AND MENTAL HEALTH:
It has been seen in various interviews by male professionals that workplace is gender neutral in
management, but vast researches suggest the glass ceiling impact in the work force prevalent
everywhere.
Research studies have shown that lack of progress caused by glass ceiling is a major source of
work stress and has been linked to negative health consequences and less satisfaction, this glass
Study conducted by Davidson & Cooper (1984) suggested that women are more likely to work in
lower level management compared to men.
Research studies have also suggested that even if women are promoted equal to men in the same
organization for the same post, they are less likely to get equal pay (Cox & Harquail, 1991).
Research study by Nelson & quick (1985) comprised a study by reviewing 99 different studies
on the issues of research on women and research on stress in the work place; they concluded that
women suffer more stress due to workplace which is other than the common stressors
experienced by both the genders. These stressors are caused by discrimination, stereotyping and
due to interference of work life in the family life.
It has also been studied women are mostly underrepresented in those areas of the organizations
where decisions regarding distribution of power is made, taking authority from them to
participate in crucial decisions of the organization, which puts them under lot of stress due to
lack of opportunities in these important areas (Fielden & Cooper, 2002).
In various settings women are considered less influential and hence are not well integrated into
men’s networks which is inclusive of the most senior networks, and surveys have shown that
individuals who are in these superior strong networks are most likely to be promoted, hence
putting women at a disadvantage, which increases burden on them from families, indicating they
aren’t capable of achieving anything nice which puts strain on them (Brass, 1985).
Research studies by Stansfeld, Head and Marmot, (1998) have shown that due to these disparities
created by glass ceiling in the work force is predictive of depression in women; the disparities
created in decision making authority are closely related to employment grade and higher
positions. The highest level of well being and reduced depression is found in women who have
been given highest grades in employment.
RECOMMENDATIONS TO CONTROL GLASS CEILING:
Acknowledge successful senior-level women as role models.
Support the development and utilization of women’s networks inside and outside the
Examine the organization’s informal culture: look at subtle behaviors, traditions and
norms that may work against women.
Through surveys and focus groups, discover men’s and women’s perceptions about the
organization’s culture, their career expectations and what drives their intentions to stay or
leave.
Identify the organization’s best practices that support women’s advancement.
Performance appraisals and promotion decisions should be based on performance at
work.
Programmes could be introduced to support the practical implementation of equal
opportunities and policies aiming to reduce discrimination.
Mentoring programmes either formal or informal could be a great source of support for
working women and ultimately help break this glass ceiling.
CONCLUSION:
Both domestically and globally, women represent a relatively unused source of talent for
leadership in the workplace. While progress has been made across the globe, barriers to women’s
advancement continue to exist, including cultural norms, stereotypes, and employer policies and
practices. This scenario should be changed and only the modernized thinking of the management
of organizations can change it with the help of positive societal changes. Every organization
should focus on prioritizing talents over anything else for the growths of themselves, their
organizations, their employees, which will in turn, help the society to grow.
Human resource professionals have a significant part to play in uplifting women through
organizational culture, workplace policies and practices, change management and workforce
education to develop women leaders at home and abroad. It is not only the work of HR
professionals to work towards upliftment of women in the work force; the society, government
and private organizations should all make collective efforts to reduce the practice of gender
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