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The IUP Journal of Corporate Governance
Research Note
Glass Ceiling: Virtual Reality or Mythical Truth? A Study with Reference to Select Companies Listed on Bse 30
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Today’s world organizations are just left with two options: either to perform or to perish, which has direct impact on the employees. In this business milieu, work-life balance has become a matter of concern. And it has become all the more critical in the case of women employees for they have to balance the demands of the domestic life and the requirements of career. Thus women employees do encounter obstacles in their chase for high-level management positions, and thus came into existence glass ceiling as a hindrance for women employees (Noronha and Aithal, 2017).

 
 
 

The term ‘glass ceiling’ was first used by Carol and Timothy (1986) in their Wall Street Journal article. The word ‘ceiling’ signifies that women are blocked from advancing in their careers and the term ‘glass’ is used because the ceiling is not always obvious. The barriers usually include salary inequality for the same work, discrimination in promotions, sexual harassment in the workplace and lack of policies to maintain work-life balance. Glass ceiling was described by Senator Robert Dole in 1991 as “artificial barriers based on attitudinal or organizational bias that prevents qualified individuals from advancing upward in their organization into management-level positions.”

Glass ceiling is a hurdle in the progress of any country both economically and in generic terms. The times are altering and the goal of gender equity is coming up, baton of responsibilities are being channelled from men to a shared gender-diverse hierarchy yet only a tiny percentage of women have been seen actualizing the situation. The word ‘feminism’ does not mean better facilities to women but offer of equal opportunities, respect and salary as the other gender gets. But is the term glass ceiling relatable only to women? No, it includes all those sections of population who are being discriminated against, who are held down by the unseen forces and stereotypical norms laid down by the society, trying to restrict their way to the top. Though after the Amendment of Companies Act, 2013 under Section 149(1), we saw that all the listed companies and some other classes of companies are having at least one woman director as mandated by law, still there underlies a huge need to change the managerial structures too.

 
 
 

Corporate Governance Journal,Glass Ceiling, Virtual Reality , Mythical Truth?,A Study with Reference, Select Companies Listed on Bse 30.