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As we talk about the term Glass Ceiling we find it to be more complicated problem for the women to grow in the corporate. There are several evidences of glass ceilings describing the discrimination between the males and females in the corporate culture. A study made in year 2002 describes that the total compensation of the male CEOs in a nonprofit organization was $147,085, which is approximately 50% higher than the total of female CEOs which was $98,108.

The opportunity for the promotion and the development favors men generally as a reason of developmental prospects like mentoring and networking. In the case of women they might not have the complete access to the informal networks, men use to develop work relationships in the company, and due to these activities the women are excluded as they may have the perception that these activities are male activities (e.g. playing golf), this results in contributing to gender barriers in the working criteria or the workplace.

There are different unending barriers faced by the women for gaining the global business experience which includes:

Gender based barriers:

(a)Corporate policies and practices

(b)Training and career development in the organization.

(c)Cultural and behavioral explanations.

(d)The way and the type of communication.

(e) Corporate culture powers.

Barriers to enter the process:

(a)Selection process is the biggest hurdle to enter in the global business process.

(b)Women are not perceived as mobile as men due to their workings and personal responsibilities.

(c)Lack the mentors and the networks on international projects and assignments.

The women also face additional challenges in regard to the impact of the glass ceiling. They not only have to face the barrier of gender but also they have to overcome the racial and ethnic obstacles to move up the corporate ladder. The problems include the negative race based stereotypes, the lack of institutional support and they have to go through frequent questioning about their authority and credibility.

As the glass ceiling effect the women also have to face the pay inequalities, as a result of a survey in 1998 in US, it explained that women represented 45% of the labor force with men's ratio of 55%. Yet in spite of the women's large sharing in the labor force the inequality of the pay is suffered by women.

Another research made by the Institute for Women's Policy Research (IWPR), the research explains that the differences of the pay include the working experience, education and the lack of opportunities. Historically also women's salary and wages are lagging behind the men's salary, the gap between men's and women's salary continues to increase with the increase of their ages.

The Glass Ceiling is not a phenomena of a particular country that it is being practiced and found an the corporate atmosphere本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。