Abstract The push for diversity has been somewhat captivating when it comes to minorities acquiring senior and executive positions in corporate America. An array of studies have proven that organizations implementing movements of exercising the promotion of minorities have outperformed their competitors from a profitability perspective. So far, minorities are failing in achieving these high-level positions, thus it is imperative for Human Resources to truly have an understanding of the role that they will play in this. Diversity is wave of the future to diminish the glass ceiling phenomenon that have plagued minorities for years. Several barriers help contribute to the undermining of minorities. It may be upon biased performance evaluations
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It’s a figure of speech that labels the invisible and artificial barriers that prevent women and minorities advancement up the corporate ladder to senior management, as well as executive positions. The U.S. Congress made compelling discoveries in 1991 that in spite of flourishing numbers of minorities in the workplace, women and minority representation still remained very low or non-existent in upper management roles, plus these barrier were constraining their ability to advance in those areas. Subsequently, in Title II of the Civil Rights Act of 1991, Congress decreed the Glass Ceiling Act inaugurating the Glass Ceiling Commission. The objective of this commission was to …show more content…
The commission made note that small percentage of senior management positions in these large corporations were being filled by minorities. There was even smaller numbers when it came to women. The finding were only 3 to 5 percent. Also in those findings where women happen to occupy these senior positions, they were compensated far less than their male counterparts. The commission’s additional findings presented that for women occupying these senior positions, they were categorized in areas of human resources or research. These areas are not considered part of the roadmap to executive
It’s a figure of speech that labels the invisible and artificial barriers that prevent women and minorities advancement up the corporate ladder to senior management, as well as executive positions. The U.S. Congress made compelling discoveries in 1991 that in spite of flourishing numbers of minorities in the workplace, women and minority representation still remained very low or non-existent in upper management roles, plus these barrier were constraining their ability to advance in those areas. Subsequently, in Title II of the Civil Rights Act of 1991, Congress decreed the Glass Ceiling Act inaugurating the Glass Ceiling Commission. The objective of this commission was to …show more content…
The commission made note that small percentage of senior management positions in these large corporations were being filled by minorities. There was even smaller numbers when it came to women. The finding were only 3 to 5 percent. Also in those findings where women happen to occupy these senior positions, they were compensated far less than their male counterparts. The commission’s additional findings presented that for women occupying these senior positions, they were categorized in areas of human resources or research. These areas are not considered part of the roadmap to executive