Read Cracking the Glass Ceiling on page 355. According to the case, what appear to be the forces that create the glass ceiling? What recommendations has the Glass Ceiling Commission made for helping women crack the glass ceiling? What did Deloitte & Touche do to address the forces that create the glass ceiling?
The “glass ceiling” is the organizational bias that prevents women and minorities from achieving management or high-level positions within organizations. The glass ceiling is created by several factors. First, societal barriers may prevent certain classes of people from obtaining the education or training they need to be qualified for high-level positions, which may sometimes be caused by prejudice against women or minorities. Internal structural barriers of an organization may create biased rating systems, male-dominated atmospheres that make women or minorities feel uncomfortable or alienate them, or recruiting systems that alienate women or minorities. Governmental barriers may create judicial precedents of not taking complaints seriously or a lack of action of the part of monitoring and enforcement agencies. The Glass Ceiling Commission recommends that companies make workplace diversity a priority, that they seek out people with a diversity of background experience instead of always seeking the same type of candidate, and ensuring that their evaluation methods are free of bias.