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United States Postal Service’s Glass Ceiling
Introduction
Glass ceiling is the word broken in two that is, Glass& Ceiling. Ceiling means restrictions blocking upward development and glass means transparent for the reason that the restriction is not instantly evident and is usually a spoken and informal policy. Glass ceiling tends to affect women as well as the minorities from progressing to supervision positions in businesses in addition to organization. These barriers affect a number of women from attaining as well as securing the most prevailing, prominent, in addition to highest-grossing careers within labor force. This paper aims at explaining glass ceiling in the past of the United States Postal Service and how these barriers affects women advancement in the firm.
The term glass ceiling was first used between the year 1985 and 1986.
Statistics done by the Department of Labour indicate that a glass ceiling existed long earlier than the phrase was being established. According to this department, women as of 1987 detained just 2 percent of employments position in the top-level management along with 5 percent of positions within corporate board. This disappointment of more women as well as minorities lacking positions in the higher levels of corporate management is as result of glass ceiling. However,” Civil Rights Act of 1991” formed a commission of Glass Ceiling as way to deal with the inequities. Within this statistics, there is decrease of women being employed in the firm even when jobs are there (Marc, 2008).
Department Of Labour statistics accepted the independent termination of findings the midpoint for imaginative Leadership panel along with those of the Catalyst. This analysis showed 94 of corporate headquarters of chance in 1000 companies within a period of three-year in totality of almost 150,000 employees, the number of women were 37.2 percent and the minorities were 15.5 percent. The numbers of employees of management level were 31,184. Among women, they were 5,278 (16.9 percent) and minorities were 1,885 (6 percent). The number of Women been represented at the management level were 6.6 percent and smaller percentage of minorities 2.6 percent. Other studies have shown glass ceiling as a limitation scheduled in women’s creative mobility. This is of use in gaining applicable corporate skill. The association considered employment as well as advancement trends for women in economic services, industrialized, food in addition to drink industries, style retail products, as well as improved-technology corporations. Women tend to face this glass ceiling before time in their jobs along with missing opportunities for advancement training hence limiting the upward advancement (Maureen, 2010).
According to research done by Catalyst in New York shows that there is upward mobility in number of women, which up to date is hindered. There is growth for the last 20 years however there is inequality in that every dollar that is earned by white man during 1998. There seems to lack women in the position of the best earning officers (Marc, 2008).
Conclusion
The price of the work-related in wages has huge impact in the individual, financial, as well as communal lives of women. The compensation inequality result to women disadvantage in economic, which have effect in their lives. Women may live in communities where they depend in men and this may have impact in their lives disadvantage to rejection of promotion in better-compensated jobs following-on minor allowances, social safety payments as well as other employment benefits in the firm.
References
Marc H, (2008). The official Blackbook Price Guide to United States Postage Stamps. New York: United States Publisher.
Maureen F, (2010). Introduction to Glass Ceiling. New York: New York Church Publishing.
Rebecca S, (2008). Introduction&Effects of Glass Ceiling in U.S.A. New York: New York University Publishers.
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