Gender is discussed in the context of the workplace setting. Issues such as wages are included. This five page paper has five sources listed in the bibliography.
Name of Research Paper File: MM12_PGgenin.rtf
Unformatted Sample Text from the Research Paper:
, November, 2001 properly! Women represent almost half of the entire workforce in the United
States but there are few who hold top-level positions. More women are in management today than in past decades: in 1972, 17 percent of managerial positions were held by women;
in 1995, 42.7 percent of managerial positions were held by women. This certainly sounds like progress but the fact is that few women are able to break through to the
top-level positions in corporate America. Less than 5 percent of executive positions are held by women (Ragins, Townsend and Mattis, 1998). Progress is extremely slow: in 1979, 0.5
percent (1/2%) of the top level positions in Fortune 1000 companies were held by women. This increased to 2.9 percent in 1989. In 1995, a survey revealed that women accounted
for 10 percent of corporate officers but only 2.4 percent of the highest executives were women (Ragins, Townsend and Mattis, 1998). There is an invisible barrier to women,
felt but not seen, which is why it is called the glass ceiling. It is more costly for companies than they apparently realize. For example, a study revealed that about
80 percent of women middle-level managers leave their current position because of this glass ceiling; it was clear to them they werent going to progress any further up the corporate
ladder in that company. It is extremely expensive to replace middle managers who have the experience of these women. It is, in fact, estimated that it costs approximately 150 percent
of the departing managers salary to replace her (Ragins, Townsend and Mattis, 1998). The subordination and subjugation of women have a long and colored history. These precepts date back millennia.