Theoretical Framework of Glass Ceiling

Abstract

Working women worldwide have faced career difficulties. Examples of this include women academic leaders in India where negative cultural beliefs about women moving to the top-management positions (also referred to as glass ceiling) still exist. Although they are highly educated and competent workers, they have unequal opportunities to be organizational leaders or top executives. Academic women with greater knowledge and abilities can actually perform as academic leaders, and they can support educational development of the country. Government and educational institutions should realize the potential of academic women and provide them with equal opportunities for career advancement in organizations. In order to get a better understanding of glass ceiling of India’s women academic leaders, the concepts and theories related to glass ceiling, particularly in the Asian context, are discussed in this article. It provides a theoretical framework of glass ceiling which is based on two theories of justice, namely Rawlsian theory and utilitarian theory. Educational institutions that more effectively apply the theoretical framework of justice to their management practices are hypothesized to have lesser glass ceiling problems than others.

Indonesian Women in Public Service Leadership: A Rapid Review

“…Merit-based selections in Indonesia remain hampered by favoritism towards men as leaders and discrimination towards women with reproductive responsibilities. The barriers for women seeking advancement to senior roles is consistent with studies internationally, where combinations of both visible and invisible barriers persist (Xiang and Ingram 2017;Wesarat and Mathew 2017;Ndebele 2018;Amponsaa-Asenso 2018;Chitsamatanga et al 2018).…”

Efek Moderasi Gender atas Pengaruh Struktur Modal terhadap Nilai Perusahaan pada Industri Barang Konsumsi di Bursa Efek Indonesia

“…The glass ceiling theory explains that it is difficult for women to achieve senior management positions, which is an inequality of opportunity between women and men that occurs in some countries (Wesarat & Matthew, 2017). Glass ceilings occur due to transparent barriers caused by gender stereotypes that occur in society regarding the differences in characteristics that men have and (Bruckmuller et al, 2014).…”

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“…HRM instruments such as recruitment and selection, performance appraisal, career progress, training and development, and equal pay accelerate equal employment opportunities and improve inclusiveness and creativity (Batra & Reio, 2016; Evans & Chun, 2012; United Nations Educational, Scientific and Cultural Organization [UNESCO], 2002). Additionally, HRM weeds out procedural injustice for women, such as unsupportive culture, lack of professional training programmes, unequal promotion and career advancement policies, and an unfair performance management system (Bansal et al, 2022; Wesarat & Mathew, 2017). HRM practices and diversity management policies could create ‘pleasant and respectful workplaces, where different cultures and religions are appreciated, equal opportunities rights policies are developed, and physical handicaps are not an obstacle to professional development’ (Strazzeri, 2005).…”