IS GLASS CEILING A PEOBLEM TO SRILANKAN WOMEN EMPLOYEES?

CRITICALLY ANALYSE

TC/IS/2010/MS/64

Introduction of glass ceiling Reasons for the glass ceiling Problems in developing countries Glass Ceiling for Women Problems Faced by Women at Workplace Glass ceiling in Srilanka Breaking the glass ceiling Conclusion References

CONTENTS

Glass Ceiling is an unfair system or set of

attitudes that prevents some people from getting the most powerful jobs.

The phrase “glass ceiling” refers to an invisible barrier that prevents someone from achieving further success.

Introduction

Last 1970s- early 1980:

Women lacked required experiences and skills. They were restricted to clerical and other support services

jobs.

Mid – last 1980s:

Trends started changing. More women took up higher education in management Looked for careers in operating in glass ceiling began.

Reasons for the glass ceiling

Cultural issue Male chauvinism Marriage Corporate organizations do not favor women. Unwritten rules of not employing women

Problems in developing countries

The “glass ceiling” still exists for women in the

workplace.

Glass ceiling prevent the women employees up to next stage.

Glass ceiling for women

Sexual Harassment Unequal Pay Lack of Family Support Poor Security Insufficient Maternity Leaves

Problems Faced by Women at Workplace

GC has 27.4 % influences on the Woman Career

Development among the Female Executive level employees working in organization in Sri Lanka.

Most organizations function with the traditional attitude about female employees.

Women is for being for family responsibilities and men for earning.

Glass ceiling in Srilanka

women represent more than half of the

population in Sri Lanka, their labour force participation rate is less than men. Men’s participation in labour force is twice as women’s.

Male workers are do not accept the female workers as their seniors. This kind of ideas and myths must be prohibited.

Women is for family raising. If she want to collapse this traditional attitude she should show that she also can work at maximum hours in an organization.

1. Recruit and promote based on talent and

potential 2. Eliminate evaluation bias 3. Encourage mentoring relationships 4. Promote gender-neutral networking 5. Adopt a zero-tolerance policy 6. Provide flex-time options for all

Breaking the Glass Ceiling

Whatever it is whatever suggestions have made to break the glass ceiling it is still functioning very silently in Srilankan organizations.

However in this newest century whatever the barrier they face they break them and it the keep going on through the path of success.

CONCLUSION

Blogs.wsj.com/speakeasy En.wikipedia.org/wiki/glass ceiling www.ask.com www.google.com

References