More women and minorities hold higher positions in the work force than ever before, although they are still held to lower management. The glass ceiling, according to the Department of Labor, is defined as "artificial barriers based on attitudinal or organization into management level positions" (Alic). The most invisible barrier that keeps women and minorities from reaching the executive suite is slowing changing in the world. Today more women that are highly motivated are reaching the executive suite. They are sacrificing sleep and recreation for the advancement and learning to play by "men's rules" in executive occupations. Men seem to be more comfortable with this type of approach (Henslin).
Researchers have studied why women can't break through the glass ceiling. They identified what is called a "pipeline" that leads to the executive offices. This affects marketing, sales and production positions that are at the bottom line of the corporation.
Women are stereotyped as a group of people that are supportive and so they tend to be pushed into the direction of human resources or public relations for a career. These types of jobs don't get as much appreciation. Men stereotype the potential leaders into a group that look like themselves so women tend to be knocked out of the picture for getting on the executive track. Women lack mentors who will take them under their wings and teach them the tricks of the trade, making the glass ceiling that much more powerful. Many men don't mentor women because they see women as being weak. Sexual harassment and gossiping tend to be other issues that men fear will take place (Henslin).
While the Department of Labor says that the glass barrier is only an artificial barrier based on attitudinal or organizational bias, this prevents qualified individuals from...