Research Paper on:
Why Does the ‘Glass Ceiling’ Still Exist and How Can It Be Dismantled?

Unformatted Sample Text from the Research Paper:
the enactment and implementation of equality legislation in many nations, impacting on the way women are employed, theoretically giving then equal rights and equal career prospects (Lockton, 2008). However, although  legislation may provide a framework for change overcoming past biases, but for equality to be realised in the workplace in terms of opportunities the real change has to be in  the attitudes and approaches adopted by senior management. The decades that have past may have seen some improvement, but on a cursory inspection of many major companies it appears that  the glass ceiling is still in place, with few women rising into the ranks of senior management. The questions is why does this appear to be the case, does it  mean there are still biases and barriers effecting womens ability to rise to senior management positions, or are there other reasons for the lack of female representation at board level.  1.1 Aims and Objectives The main aim of the paper is to assess if there is a difference in the numbers  of women that reach senior management positions and assess the reasons for any bias detected in order to make suggestions to improve the opportunities for women. To achieve this the  following aims will been incorporated into the paper. * To identify the degree to which there remains any bias within the representation of women at senior management or  board level, and of there are any specific patterns within this representation; for example, is the bias greater towards minority women or working mothers or are all women effected equally?  * To identify and assess any changes which have taken place in the representation patterns, for example, have there been improvements or if the situation getting worse? * To identify