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The Glass Ceiling is a barrier to advancement in a profession, which affects especially women and members of minorities.

As you can imagine, globally, women of colour fight for their rights to advance in their professions.

A lot of the content I analyzed in this assignment reminded me of our classes first chapter. Where we discussed the low power and status of women. I mention it frequently throughout this padlet as it is relevant and something that will stick with me forever.

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This photograph looks at the years 2016 or later and the way women are impacted by the glass ceiling index.

The index is based on the work environments for women. The index ranks 29 countries and goes from a 0-100 scale, 100 being the best possible score.

Iceland ranks first with just over 80, while South Korea ranks 29 with a score of just under 40, (Fausta's Blog, 2016).

This graphic not only shows the rankings of where women are either embraced in the workplace or shunned but also relates back to the course work.

The global glass ceiling reminds me of the first module we covered. We talked about the injustice towards women and their insufficient power.

Men’s control in the workplace constitutes women to have a more excessive dependence on men thus executing men more power to manipulate them. It's not fair that men can work long hours and work hard while women are made to feel ashamed to be away from their families for substantial amounts of time.

Source:
“The Glass-Ceiling Index.” Fausta's Blog, OECD, 2016, faustasblog.com/wp-content/uploads/2017/03/20170311_WOC111-e1488991117111.png.

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This video gives a different point of view to the issue of the global glass ceiling. Instead of dwelling on the issues we're currently battling, the video talks about looking forward to the future and how we can create equal opportunities for women.

This video is an episode which is part of a six episode series. This episode focuses in on women and what's preventing women from closing the gender gap in the world of work, (Bloomberg, 2016).

This video was made by Bloomberg, which is a privately held financial company created in New York City.

Using Bloomberg and global experts, Forward Thinking helps make sense of the global problems we are currently facing, and how this impacts the future, (Bloomberg).

This video explains the reasons why women can't smash the glass ceiling despite many attempts. The video points out that the world of work is still very much male dominated, (Bloomberg).

In the Middle East and Africa, only 25% of women are economically active. Women in these countries also count as 75% of the unpaid workers.While this may seem ludicrous compared to North America, 25% of female employees in our society feels as though they have been held back, their gender, (Bloomberg).

These two examples and comparisons show that women, who make up half of the population, deserve to have the chance to contribute to the economy as paid workers.The gender gap and glass ceiling remain a problem in every part of the world.

The truth is that no one has it figured out, even though this has been a continuous issue for many years.The episode says societies globally have been holding women back from "obtaining and retaining the highest levels in companies and government," (Bloomberg).

Anne-Marie Slaughter is the President of New America, and she had to rise from the bottom to the top. She said something that reminded me of something we discussed in class. She said the feminist movement was about equality. Slaughter says it's about women wanting to be seen on the high level that men have always been seen.She says that she thinks you can be powerful at work, or do important work, and still have a family, (Bloomberg).

But, she believes with the way work is currently structured, society needs to make big changes to allow both men and women the ability to do the work and family balance a reality. Slaughter says far too many people have to make a choice between work or family because of the structure careers take on, and far too many of those people are women, (Bloomberg).

She says we have to become accustomed to reversed gender roles, something we also talked about in class.

For example, if we as a society see a father as the primary caregiver, this shouldn't surprise us, it should be the normality.

Men have to realize that they can reverse their roles with women. It's equally important that women realize they can reverse their roles with men.

This video taught me that we are facing a large globally impacted issue when it comes to the glass ceiling. This video was so insightful and really opened my eyes to the damage that is occuring around the world.

The inequalities and low status women have in countries, where they are disregarded and are constantly set back by barriers put up by societies to limit their success in their employments is truly shocking.

The last thing I think is important to mention to make this video come full circle is when Melinda Gates, from the Bill & Melinda Gates Foundation said, "I call myself an impatient optimist. I'm impatient because the world is getting better for women...but it's not getting better quickly enough," (Bloomberg).

Video Source:
Bloomberg. Bloomberg.com, Bloomberg, 3 June 2016, www.bloomberg.com/news/videos/2016-06-03/forward-thinking-smashing-the-glass-ceiling.

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Forward Thinking: Smashing the Glass Ceiling

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Using Bloomberg experts and prominent global thinkers, this six part series Forward Thinking will help make sense of the global problems of tomorrow. In this episode, we'll ask what's preventing women from closing the gender gap in the world of work?

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This is an opinion piece on the possibilities of women, globally can break the glass ceiling. The piece aims to empower them, to show their worth and help them realize their full potential.

The work discusses how the gender biases women face, even perhaps unconsciously, affect how they will pursue jobs. In addition to bias, women also face stereotypes and the long work hours that discourage them from climbing to the top of their career paths, (Derya Ersin Jovanovic, 2018).

The piece mentions that globally, only 12 percent of females hold leadership roles and jobs. It also explains that there are two things societies globally need to do to create a suitable place for them to succeed, (Jovanovic).

It says that there needs to be a created environment where women are enabled to shatter the glass ceiling, (Jovanovic). Where the gender biases, stereotypes and the long work hours that women face are no longer disabling to their careers and end goals.

The second point societies need to change globally is to provide positive reinforcement for more females to make sacrifices for advancement in their careers.

This article reminds me of when in class, we discussed the inequalities women face. This shows women's low status, as this is never done to a man to this extent. Men are invited to take longer shifts, while women are shamed.

"Companies need to be more innovative and accommodating in terms of employment arrangements to promote diversity. Family-friendly policies are crucial so that female professionals can shine at unique stages of their lives," (Jovanovic).
Source:
Jovanovic Viewpoint, Derya Ersin. “How Women Can Break the Glass Ceiling.” Khaleej Times - Dubai News..., 10 Mar. 2018, www.khaleejtimes.com/business/global/how-women-can-break-the-glass-ceiling.

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Stereotyping, bias and long working hours are discouraging women executives from reaching for the top

The International Women's Day is an opportunity to transform drive into action, to empower women in all settings of work and realise their full potential by offering unwavering support.

In the UAE, women have been taking an increasingly prominent role, to the extent that they now make up approximately 66 per cent of the workforce, with around 30 per cent in senior positions. On a global spectrum, however, the momentum hasn't been as steadfast. Although corporates world over have made significant strides in recent years, the representation of women in leadership requires more work. Globally, only 12 per cent of women hold senior executive and board level seats.

Questions have been raised as to whether special allocations can be the solution. However, we believe board members should be appointed not because of their gender, but their professional experience, ability and qualifications. The female voice is valuable in boardrooms because it supplements discussions with a different perspective. This is of special importance to businesses in the dawn of social media and is essential for sustained development.

At the moment, many qualified women are routinely - often through unconscious gender bias - funnelled into less advantageous areas of an organisation's operations. They are less likely to be offered critical roles or profile-building opportunities that facilitate career progression. Succession planning in organisations needs to have a gendered lens so that barriers to women's advancement into senior roles are eliminated.

We need to do 2 things to achieve real and meaningful results. First, we need to create an environment that would enable our women to break the glass ceiling. Stereotyping, bias and long working hours are discouraging our women executives from reaching for the top. Second, we need to provide enough positive reinforcement so that more women will find it rewarding to make sacrifices for advancement in their careers. Companies need to be more innovative and accommodating in terms of employment arrangements to promote diversity. Family-friendly policies are crucial so that female professionals can shine at different stages of their lives.

As a country, the UAE has made great progress over recent years in increasing the participation of women in the workforce by. For instance, their Gender Balance Council recently launched the world's first-of-its-kind policy guide that will help public and private companies provide equal opportunities for men and women at the workplace. Developed in collaboration with the Organisation for Economic Cooperation and Development, the guide, which proposes a roadmap for improvement, will help entities implement internal projects, initiatives and goals to achieve gender balance in line with the UAE's Vision 2021.

The country's government has also geared towards increasing women's participation in legislation and senior roles in government, and now stands as an exemplary for countries across the region. The percentage of women ministers in the UAE cabinet stands at 27.5 per cent, an additional 10.5 per cent up from the global figure of 17 per cent. Some of the key positions held by women ministers include: the Minister of Happiness, Minister of Youth, Minister of Community Development, Minister of Food Security and Minister of International Cooperation, who played an instrumental role in Dubai's winning bid to host Expo 2020.

Furthermore, the UAE's Federal National Council was the first legislature in the Arab world to elect a woman as it speaker. The appointment of Dr Amal Al Qubaisi in 2015 represented great progress for Emirati women and Arab women in general. It played a key role in policy development in all neighbouring countries to ensure women's participation in decision-making roles.

This International Women's Day, companies must take the onus to create a corporate culture that fosters the equitable professional growth of female employees through established career paths, while ensuring a work-life balance.

The writer is HR director for GCC and Jordan and MEA regional HR business partner of Laundry and Home Care Business at Henkel. Views expressed are her own and do not reflect the newspaper's policy.

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Stereotyping, bias and long working hours are discouraging women executives from reaching for the top The International Women's Day is an opportunity to transform drive into action, to empower women in all settings of work and realise their full potential by offering unwavering support.

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When Women Rule is a documentary which follows three women from Kenya, Kyrgyzstan and Bolivia, (Tara John, 2018).

These women showcase the global glass ceiling that is faced by all women, globally.

These women show another side to the issue from global perspectives.

While we know Hillary Clinton certainly put a crack in the North American glass ceiling, these women tell their stories and fight to break the global ceiling through their politics.

These women show us that the low power and inequalities women face globally, as discussed in class, can be changed when we work hard to break the ceiling.

Video Source:
John, Tara. Time, Time, 21 Oct. 2017, time.com/4991159/women-equality-in-government/.

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Meet the Women Who Are Breaking Glass Ceilings All Over the World in 'When Women Rule'

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To understand the structural, legal and social barriers to having women in public life, follow three women who went against the grain to became politicians

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This article focuses in on the finalists of Women of the Future Awards. Twelve Malaysian women from diverse backgrounds are among the finalists, (Meera Murugesan, 2018).

The event is to honour females in the Association of Southeast Asian Nations who have demonstrated leadership qualities in their areas of expertise, (Murugesan).

This article is interesting as it talks about a crucial event that supports women in countries struggling with their leadership roles being controlled by females.

The Awards represent many different careers from a comedian, VJ, founder and managing director, etc.

This article explains what females in Southeast Asia are doing for their societies and how they are dominating in their leading roles.

I think this article gives another diverse look to the glass ceiling globally, and rather than a look at how the glass ceiling is limiting women, it shows us how women are breaking it.

Source:

Murugesan, Meera. “Through the Glass Ceiling.” NST Online, 18 Mar. 2018, www.nst.com.my/lifestyle/groove/2018/03/346424/through-glass-ceiling.

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WHEN a woman decides to make a mark in her profession, she does it with guts and glory.

Twelve high-flying Malaysian women from diverse fields are proving this theory right.

They are among the finalists of the inaugural Women of the Future Awards, Southeast Asia, in Singapore on March 20. The event is to honour outstanding women in Asean who have demonstrated exceptional leadership qualities in their areas of expertise. The 12 women have been nominated across five of the nine categories.

Founded in the United Kingdom in 2006 by Pinky Lila-ni, Women of the Future was conceived to celebrate, support and inspire the next generation of female leaders.

This community of influential British women grew exponentially, with networks that expanded beyond British shores.

Southeast Asia was the obvious region to formally connect with the programme, and with the support of British high commissioner to Malay-sia Vicki Treadell, it is the next step in building a global network of business leadership talent.

Treadell, who will chair of the judging panel, said: "All the Ma-laysian finalists are winners in their own right. Their success stories, leadership qualities and values make them great role models.

"I am working with some of them in various projects as part of our advocacy work this year in conjunction with Malaysia's Wo-men Empowerment Year.

"I look forward to doing more with our Malaysian finalists as part of our work to deepen and strengthen the UK-Malaysia engagement. I am a supporter of the Women of the Future programme and network, and am proud to have played a part in bringing it to the Asean region.

"We soft-launched our plans in November 2016 and delivered on our promise."

For Lilani, the phenomenal response in just its first year highlights the importance of these awards to create a platform to showcase the region's incredible local talent and strengthen the pipeline of female talent.

"These young women have worked hard to forge new paths and create a positive impact on the world and those around them," she said.

The Malaysian finalists are Hannan Azlan, a comedian-singer-writer-actor, who, in her first year of performing stand-up comedy, became the youngest person to win the Hong Kong International Comedy Competition.

She has toured Asia, Australia, Europe and Great Britain, and has featured at the Melbourne International Comedy Competition, Edinburgh Festival Fringe on MTV Asia and Comedy Central Asia.

Noor Neelofa Mohd Noor, founder and managing director of NH Prima International Sdn Bhd, is also in the line-up. She has starred in television shows, films and produced her own reality TV series.

She started her business empire with Lofa Shoes, then moved to BellaVita in 2012 before setting up Naelofar Hijab in 2014. She has been listed in the Forbes 30 Under 30 Asia List.

Under the Media & Communications category is Lee Yen Nee, a correspondent for CNBC International, who informs a global audience about developments in technology and geopolitics.

Another finalist in the category is Juanita Ramayah, presenter of Hitz FM Malaysia at Astro Radio.

She is a VJ on the English radio station, and, in just five years, has gone from station voice-over to establishing herself as a core and popular member of the team.

She is respected for the way she mentors young women who aspire to join the radio and TV industries.

Next is Gladys Chun, general counsel of Lazada Malaysia, who is recognised for leading her team in the historic acquisition by Ali-baba of majority shareholding in Lazada. She is a trailblazer in e-commerce.

Dr Jeyanthi Ramasamy, a technical solutions manager at oceaneering and an independent director of Rohas Tecnic Bhd, is another finalist with impressive credentials.

She is the youngest female board member of a Malaysian public-listed company, Rohas Tecnic Bhd, and was subsea lead for the Gumusut-Kakap deepwater gas field development.

The other finalists are Kamila Hamid, a material and corrosion engineer of Wood PLC; Yuet Kim Lim, chief executive officer and co-founder of The Picha Project; Dr Nur Adlyka Ainul Annuar, a Physics lecturer at Universiti Kebangsaan Malaysia; Chern Ein Oon, a senior lecturer at Universiti Sains Malaysia; Dr Louisa Ponnampalam, chairperson and co-founder of MareCet Research Organisation; and Nadia Rajaram, a research associate of Cancer Research Malaysia.

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WHEN a woman decides to make a mark in her profession, she does it with guts and glory. Twelve high-flying Malaysian women from diverse fields are proving this theory right. They are among the finalists of the inaugural Women of the Future Awards, Southeast Asia, in Singapore on March 20.

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This graphic gives a look into globally, what senior management roles look like.

The Philippines has a 50/50 fulfillment of these roles. Meaning both men and women equally get the same type of roles and commitments, (Media Economist. 2007).

The global average on the chart, shows just over 20%, (Media Economist), while this report was done in 2007, there nevertheless haven't been many changes to how many women sustain dominant roles.

I think as we've progressed these last few years, we've become more self-aware, and we are trying to fix our societal normalities of making women powerless.

The chart showcases that out of the selected countries, the Philippines is the solitary country with 50/50 treatment while the rest of the countries are struggling to make it past the 20% mark, (Media Economist). This is a sad reality for societies globally.

This graphic showcases the effects of a glass ceiling and its effects globally. This reminds me of the son preference. We witness more men in high driven jobs because of the preference. In many countries, male children are valued over female children.

Referring back to our first modules, globally, boys and girls are seen differently. Men are seen as strong suitors, while women are seen as weak.

Men are CEO material because they can accomplish anything. While women are left to complete housework because they are less than men and can't do half of things they can do.

Source:
Grant Thornton International Business Report. “% Of Senior Management Roles Occupied by Women - Selected Countries .” Media Economist, Media Economist, 2007, media.economist.com/sites/default/files/cf_images/GA/2007w11/Women.jpg.

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Why It’s Hard to Shatter Japan’s Glass Ceiling

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Why It’s Hard to Shatter Japan’s Glass Ceiling

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The video narrows in on a global point of view. While the other videos showcase a wide global view, we leave North America in this video and focus in on Japan.

Japan's glass ceiling is difficult to shatter. The country possesses the lowest percentage of women in leader roles compared to 36 economies, (The Wall Street Journal, 2016)

Only seven percent of leading jobs are attained by women.Because of Japan's long streak of men operating the leader positions in the country, the glass ceiling has thickened, (The Wall Street Journal).

Thus making this harder for the women in Japan to demolish it. There is an upside to this. Prime Minister Shinzō Abe hopes women to fill 30% of management jobs by 2020, (The Wall Street Journal).

While this is a step in the ideal direction, Japan needs to work on its glass ceiling. In the video, it also compares Japan to countries like the U.S., the U.K. and Germany.

The stats of women employed in leadership roles are lower in the compared countries, this country is still the lowest.

Video Source:
The Wall Street Journal, Dow Jones & Company, 16 May 2016, www.wsj.com/video/why-its-hard-to-shatter-japans-glass-ceiling/2D85643F-3C76-4211-BEE5-CF88D183C36C.html.

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Why It's Hard to Shatter Japan's Glass Ceiling

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Japan has the lowest percentage of women in senior roles among 36 major economies, according to a recent report. Here's a look at gender diversity in Japanese workplaces.

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This website is crucial to my assignment as it accurately portrays what the glass ceiling develops and how it impacts women.

Globally, the gender wage gap presents itself. This alone is something that tells women they are worth less when compared to men.

While this is a website that talks mostly about American women, they relate it globally. But also, it's crucial that while discussing a wide topic like the global glass ceiling, you consider reciting it back to a society that potentially mirrors yours.

Despite overall increase in the workforce for women, there are still barriers in place to cease them from getting too far into a successful career, (Data in the News, 2017).

In 2013 only 38.6% of American women were in managing positions, (Data in the News). In addition to this, women who are doing the same jobs as men are nevertheless making less than them.

In a country that prides itself in freedom and equality for all, you would think women would be paid the same as men.

Source:
“The Global Glass Ceiling.” Data in the News, TeachingWithData.org, 3 Jan. 2017, teachingwithdata.blogspot.ca/2017/01/the-global-glass-ceiling.html.

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Women and men are not regarded as equals, especially in the workforce. In the United States, and around the world, this is evidenced through the gender wage gap, through sexual discrimination during interviews, and through occupational barriers to entry in the labor force. Today, labor force statistics exhibit succinct evidence of the existence of a glass ceiling for American women.

According to conducted by the U.S. Equal Employment Opportunity Commission (EOC) in 2013, American women have seen increased labor force participation rates from the mid-1960s onward. However, despite overall increases in labor force participation rates for women, occupational barriers to professional and administrative positions still exist. In 2013, women occupied only 38.6 percent of administrative or managerial positions.[1] Despite any gains in employment made by women in the last 50 years, American women are still victim to the gender wage gap. The annual median earnings of women working full time in 2013 was $39,157, compared with men at $50,033.[2] The United States still faces continuing challenges concerning the experiences of women in the workforce.

This is not just an American phenomenon, however. In modern-day Russia, positions which require few technical skills and have limited capacity for promotion are reserved for women. These positions include cashiers, human resources managers, and personal assistants and are often associated with low salaries.[3] Positions associated with higher pay and greater degrees of authority are reserved for men. Corporate officers, administrators, and university department heads are usually male.[3] It is becoming increasingly more common to see women in managerial positions in the service industry, but the power and privileges associated with high-ranking positions in this industry are not comparable to those in corporate or administrative settings. Female segregation into occupations associated with lower wages, like the service industry, emerges as the main contributor to the gender pay gap. According to data collected by the , in Eastern Europe the earnings gap between men and women persists regardless of matching characteristics (i.e. age, education, marital status, presence of children in the household) between employees of either sex.[4] Women are systematically barred from employment in high-paying sectors of the job market due to discrimination. Pervasive inequality for and discrimination against women in the workplace is evident.

On an optimistic note, there is increasing labor force participation of women in Russia. Unfortunately, the hindrances to women's career mobility still exist there, as well. Still, there is hope for female citizens of some former Soviet satellites as the EU has made definitive attempts to crack the glass ceiling through targeting gender discrimination in the workplace through anti-discriminatory policy.[5] Policy is only one step in the right direction. Here is to hoping that the glass ceiling will be a figment of our daughters and our daughter's daughters imaginations.

[2] "AMERICAN EXPERIENCES VERSUS AMERICAN EXPECTATIONS." American Experiences Versus American Expectations. U.S. Equal Employment Opportunity Commission, 3 Aug. (2015). Web. 02 Dec. 2016.

[3] "Women in the American Workforce." Women in the American Workforce. U.S. Equal Employment Opportunity Commission. (2013). Web. 02 Dec. 2016.

[11] "GENDER EARNINGS GAPS IN THE WORLD." WORLD DEVELOPMENT REPORT 2012(n.d.): n. pag. The World Bank, 20 Apr. 2011. Web. 9 Dec. 2016.

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Women and men are not regarded as equals, especially in the workforce. In the United States, and around the world, this is evidenced through the gender wage gap, through sexual discrimination during interviews, and through occupational barriers to entry in the labor force.

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Although progress has been made, in many ways in a globally viewed sense, males are still more valued than women.

Women’s lower status is something that is caused by the glass ceiling.

In this Southeast Asian graphic, Vietnam, Malaysia, Singapore and Indonesia are all dissected to see which country has more female participation at the CEO/board level in jobs.

The countries are ranked by overall female participation in CEO/board level, senior management, work force and university graduates.

Vietnam is ranked the highest in CEO/board level, while Indonesia has the most limited female participation, (Bloomberg).

Singapore is the highest in senior management, while Vietnam is the lowest, (Bloomberg).

Malaysia has the highest female workforce, while Indonesia has the lowest, (Bloomberg).

Malaysia also has the highest female university graduates, while Singapore has the least, (Bloomberg).

From this graphic, we can see what countries are doing right, and what they're doing wrong. As this is a global issue that impacts all women, we can use this data to improve practices in countries globally.

The only way to shatter the glass ceiling is to correct societies mistakes and help women help themselves.

Source:
BCG, Malaysia Department of Statistics, World Bank, MOE Singapore, ILO. “Women on Top.” Assets, Bloomberg, assets.bwbx.io/images/users/iqjWHBFdfxIU/iO29hXweIxcU/v0/800x-1.png.

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Grant Thornton International Business Report. “% Of Senior Management Roles Occupied by Women - Selected Countries .” Media Economist, Media Economist, 2007, media.economist.com/sites/default/files/cf_images/GA/2007w11/Women.jpg.

Bloomberg. Bloomberg.com, Bloomberg, 3 June 2016, www.bloomberg.com/news/videos/2016-06-03/forward-thinking-smashing-the-glass-ceiling.

John, Tara. Time, Time, 21 Oct. 2017, time.com/4991159/women-equality-in-government/.

JovanovicViewpoint, Derya Ersin. “How Women Can Break the Glass Ceiling.” Khaleej Times - Dubai News..., 10 Mar. 2018, www.khaleejtimes.com/business/global/how-women-can-break-the-glass-ceiling.

Murugesan, Meera. “Through the Glass Ceiling.” NST Online, 18 Mar. 2018, www.nst.com.my/lifestyle/groove/2018/03/346424/through-glass-ceiling.

“The Glass-Ceiling Index.” Fausta's Blog, OECD, 2016, faustasblog.com/wp-content/uploads/2017/03/20170311_WOC111-e1488991117111.png.

“The Global Glass Ceiling.” Data in the News, TeachingWithData.org, 3 Jan. 2017, teachingwithdata.blogspot.ca/2017/01/the-global-glass-ceiling.html.

The Wall Street Journal, Dow Jones & Company, 16 May 2016, www.wsj.com/video/why-its-hard-to-shatter-japans-glass-ceiling/2D85643F-3C76-4211-BEE5-CF88D183C36C.html.

BCG, Malaysia Department of Statistics, World Bank, MOE Singapore, ILO. “Women on Top.” Assets, Bloomberg, assets.bwbx.io/images/users/iqjWHBFdfxIU/iO29hXweIxcU/v0/800x-1.png.