GROUP MEMBER: MASRA’ UMIRA BINTI ABD RAHIM 033212FARIDAH BINTI TUGIMIN 033194AMALIAH BINTI YUSOF 032463

PREPARED FOR: DR. BAHYAH BINTI ABD HAMID

MGS 3043

HUMAN RESOURCES & MANAGEMENT

GLASSCEILING

WHAT DO YOU UNDERSTAND ?

DISCUSSION

MEASURES TO OVERCOME6

• ISSUES REGARDING GLASS CEILING 5

DEFINITION GLASS CEILING1

EFFECTS OF GLASS CEILING 3

FACTORS OF GLASS CEILING 4

CORPORATE MALAYSIAN WOMEN FIGURES7

RECOMMENDATIONS8

TYPES OF BARRIERS2

An unofficial barrier to workplace

advancement, usually in regard to women or minority

groups.

Unseen barrier

unreachable barrier

keeps minorities and women from rising to the upper rungs of the corporate

ladder, regardless of their qualifications or achievements (U.S. Glass Ceiling

Commission 1995).

It is most often heard in the context of WOMEN!!!

This invisible barrier

continues to exist, even :

no explicit obstacles keeping

women from acquiring

advanced job positions

no advertisements that specifically say “no women

hired at this establishment”

nor are there any formal orders that say “women are not qualified”

BARRIERS TYPE OF GLASS CEILING

Different wages for the same or

comparable work

Requirement of long hours for advancement

Discrimination against people

due to their race, GENDER,

ethnicity, religion or age

A lack of family-friendly

work environments

Discrimination against people

who may be gay, single

parents, or non-parents

women and minorities are less likely than

men to hold managerial positions, especially

positions at the top (Elliott and Smith 2004).

EFFECT

FACTORS

Dual Responsibilities 1

role as wife and mother comes

first

Professional women everywhere suffer great

tension intheir attempts to reconcile

their professional and traditional roles. (Parikh)

G.A. Williams notes, “It ishard and demanding

work and virtually impossible for a woman

with children”

Malaysian women also retire earlier

than their male counterparts.

cannot balance work and family

life

FACTORS

FACTORS

stereotypes and biases 2

feel an aversion to taking a risk by hiring a woman

women are too emotional or too

illogical for senior management

concept of what a leader should be(organizational

culture, prolonging the masculine heroic

style leader)

FACTORS

FACTORS

Gender segmentation 3

an earnings gap exists ‘non-female’ fields

AVERAGE MONTHLY BASIC WAGE BY OCCUPATION AND SEX IN MALAYSIA

ISSUES

Beatrice Fernandez cases Pregnant only

after Five Years of Employment

Stewardess may have only three

children Different

Retirement Ages (female :40)

ethnic minorities are in low-wage jobs

biggest obstacles to the Malays and

Indians from getting well paid jobs

perception that ethnic minority does not

have the necessary work ethic and value

to the modern economy.

ISSUES

requiring those who want to work

to open the lid and wear skirts

Malay graduates are discriminated

against in the private sector

HOW???Human Resources Professionals Perspective

Knowledgeable about how the glass ceiling phenomenon may directly or indirectly impact.

Knowledgeable of employments laws, programs and practices for their organization.

Workplaces changes

1. Ask Wome

n

2. Suppo

rt woma

n netwo

rk3.

Reverse

monitoring

of board

4. By flow

Lets break the glass ceiling!!

Motivation,

career, success

Networking

WOMEN /HERSELF

PERSPECTIVE

Contex, Constrain

, Work life

balance

Profile, reputatio

n, impressi

on manage

ment

Understanding

Organisational

politics

Personal Develop

ment and

Leadership

MALAYSIAN WOMEN WITHCORPORATE MUSCLE

Tan Sri Dr Zeti Akhtar AzizDatuk Rebecca Fatima Sta Maria

Tan Sri Dr Robaayah Zambahari

Datuk Noorizah Binti Abd Hamid

Tan Sri Siti Norma Yaakob Rita Benoy Bushon

Maybe YOU

Will be the next story

RECOMMENDATION

Examine the Organizational Culture

Drive Change Through Management Commitment

Recommendation towards Government

constituents make measurable progress in the representation of women at decision-making level to attain balanced participation of men and women

Today, there are many more women and minorities in powerful positions. However, the glass ceiling is STILL

VERY REAL. And it's not always limited to gender or race.