Publc ,-saqbuude lt USE CblIUUOA~ to =IOMIO toMorI nowhCS V oftU est u gnw. 10101IM" 05W tie for ritinir"~ matw. Approved for public release; distribution is unlimited. ABSTRACT (Maxumum 200 wonS)Identifying barriers to advancement in its civilian workforce for women, minorities, and the disabled is a continuing concern for the Department of the Army. This literature review focuses on three potential causes of underrepresentation of minorities and women in the management ranks; lack of data on the disabled precluded treatment of this subgroup.The three causes of underrepresentation are systemic barriers, stereotypes and biases, and group differences.Systemic barriers are widespread policies and practices that perpetuate discriminatory treatment. Stereotypes and biases are thought to underlie the belief that minorities and women are not suited for managerial jobs.Individlual factors and group differences refer to the extent to which individual deficiencies, common to members of a subgroup, are responsible for underrepresentation of women and minorities in the management ranks. Based on findings in the literature, the report suggests avenues for future research on barriers to advancement within the Army and highlights methods that might reduce such barriers. Army Project Number Mhnpomr and Peronnel 20263007AMh2Approved for public relsme; disatbulon Is u nmled. il FOREWORDA recent review of the Senior Executive Service (SES) program in the Department of the Army concluded that more attention is needed in preparing candidates at grades 13, 14, and 15 for SES appointment. The review also concluded that the representation of women and minorities is disproportionately small at higher management levels. To explore possible reasons for this result, the Army has initiated a study of the "glass ceiling." The glass ceiling is an invisible barrier based on attitudinal and organizational bias that prevents minorities, women, and persons with disabilities from advancing into mid-and senior-level management The Department of the Army wishes to initiate a glass ceiling study to identify barriers to advancement for women, minorities, and the disabled in its civilian workforce. As a first step in this study, the U.S. Army Research Institute for the Behavioral and Social Sciences was tasked to survey the glass ceiling literature for the Deputy Assistant Secretary, Military Personnel Management and Equal Opportunity Policy. This report is the product of that literature review. Procedure:The literature review focused on three potential causes of the glass ceiling: systemic barriers; stereotypes and biases; and individual factors and group differences. Systemic barriers are widespread policies and practices, both formal and informal, that perpetuate discriminatory treatment of women and minorities. Stereotypes and biases are thought to underlie the belief that minorities and women are not suited for managerial jobs. Individual factors and group differences refer to the extent to which individual deficiencies, common to members of a su...