glass ceiling presentation kubricky
TRANSCRIPT
The Glass Ceiling in Top Management
Presented By:Ann Kubricky
Agenda
Objective Background on Glass Ceiling
Sex Stereotypes Management Types
Women’s Representation in Top Management Value Proposition of Diversity Employee Resource Groups
Glass Ceiling
…those invisible, culturally embedded assumptions and beliefs about the skills and competencies of women that prevent their advancement into top management positions or their advancement into certain communities... The presence of such glass barriers implies that certain positions and roles are controlled primarily by men...
Burke and Vinnicombe, 2005
Gender Stereotypes Descriptive Prescriptive
Management Types Employee Involvement Strategic Human Resource Management
Background on Glass Ceiling
Background on Glass Ceiling
Fortune 1000 companies: there are more than twice as many male executives than females in HR management.
Fortune 500 companies: 50 companies have 25% or more of women with corporate officer titles.
Fifteen of the Fortune 500-and twenty-five of the 1,000 largest firms-have female CEOs.
Gender Trends
Labor statistics Workforce demographics Career practices Management stereotypes Discrimination Self-perceptions
Women’s Representation in Management
Men (82.94%) and white men in particular (71.53%) occupiedthe vast majority of the 1,219 board seats.
Catalyst, 2008
Female Representation on Boards of Directors Associate with Fortune’s “100 Best Companies to
Work For” List
Bernardi and Bosco, 2006
Women’s Representation in Management
Fortune 100 Best Companies to Work for in America
Is there an ROI to being on the Fortune’s “100 Best Companies to Work” list?
Results
Buy /Hold and Active portfolios outperform the S&P 500 in each of the multi year periods and seven of the eight annual periods in 1998-2005. (Goenner, 2005)
Firms on the list have higher sales growth, asset growth and return on assets relative to S&P 100 in 1998. (Fulmer et al, 2003)
Firms on the list have higher sales growth, asset growth and return on assets relative to S&P 100 in 1990-1994. (Lau and May, 1998)
Diversity Engagement Model
Employee Resource Groups
Best Practices for ERGs
Diversity Engagement Model
Sources
Business Source Complete ABI Inform Google Scholar EBRI Course Guide: Diversity IntelliConnect Ethnic News Watch PsychInfo Emerald Insight Human Resource Abstracts Consulting Sites: Hewitt, PDI
Questions?