Research on the Glass Ceiling Foley, Kidder, and Powell examined the relationshi

Question

Research on the Glass Ceiling

Foley, Kidder, and Powell examined the relationship of a “perceived” glass ceiling on several employment outcomes for male and female Hispanic lawyers. The research showed that more women than men perceived the glass ceiling. Where promotion fairness was higher there was less perception of the ceiling. Also, perceiving a glass ceiling was related to intention to leave the organization. The study also concluded that Hispanic women are more concerned than Hispanic men with social cues; therefore, management needs to provide all employees with explicit feedback about the rationale for promotions.

Question: Since there are a limited number of available promotions in most firms, what else can an employer do to lessen the perception of a glass ceiling for women and   minorities?

Explanation / Answer

An employer can lessen the perception of a glass ceiling for women and   minorities by;

Providing explicit feedback about the rationale for promotions

Making the promotions based on previously established criteria that are spelled out clearly

Having exit opinion of the employees leaving the organization

Organizing meeting with the employees to know their concerns prior to their leaving

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