The Glass Ceiling

The issue of the “glass ceiling” was brought on by women feeling that they had little chance of reaching high executive positions because of their perception that they are less knowledgeable and qualified than men.

It has taken almost three decades for women, after starting business careers to finally climb the corporate ladder, mainly due to lack of facilities, inflexible work arrangements, insufficient facilities for childcare and often unsupportive partners.
Women only occupy 12% of top managerial jobs in Australia, despite making up 45% of the workforce.

The main problem is that there is a prevalent notion of a “committed employee” – that is a person who can work long hours, travel and be accessible twenty four hours, seven days a week. Sadly, this does not match many women’s lives.

Although women possess unique talents and are hard working, they also have to deal with the “pull” factors unlike their male counterparts, such as the demands and caring of young children, ageing parents and partners. These factors can reduce their opportunities to challenge climbing the corporate ladder or smash the perceived “glass ceiling”.

Australia’s workforce is actually among the world’s most culturally and linguistically diverse. More than 85% of our workplaces are filled with people from more than four nationalities and 28% contain people from more than eleven nationalities. Australia has learned to tolerate, respect and learn from cultural differences.

The growth of Australia’s future in the labour force is going to be in countries with non-caucasian populations. Therefore, Australian Managers, working both in Australia and abroad will be dealing with labour forces which are quite different from those in the past.

I believe that most Australian employers don’t realize that they are pushing some very valuable women out of the workforce due to their, (the employer’s), inflexibility and also to their lack of acknowledgement and the understanding of Australian women’s needs.

I would like to see ongoing strategies such as worker attitude friendly programs implemented. If some of these changes take place, then both family and partners would be more likely to provide more emotional support to their women in their quest to break through the “glass ceiling”. And if the general public’s mindset could make changes, (including women) and start doing things differently to provide and encourage more opportunities for intelligent, committed and hard working women, then, maybe, at last women can finally achieve their long sought after goals in order to obtain the success they deserve. These days, we are not alone.

Links:
http://www.careerone.com.au/jobs/job-search/glass-busters
http://www.womensnetwork.com.au/
Zonta Club: www.zonta.org
http://www.bpw.com.au/

Compiled by Jeanette Cousins