A Report on the Glass Ceiling Initiative

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DIANE Publishing, Jul 1, 1993 - 23 pages
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Page 17 - ... regarding EEO/AA responsibilities concerning recruitment, employment and developmental activities for managementtype positions. As a government contractor, a company assumes an obligation to monitor its employment activities to ensure all employees and applicants are treated in a nondiscriminatory manner. Contractors are expected to compile records of applicant flow, rates of hire and other personnel actions, not only because of legal requirements, but because such records are essential to adequate...
Page 15 - ... employees, but in other companies these were restricted only to the highest ranking officers. While compensation decisions were well-documented by executive, by salary grade, and by title, not one of the corporations in the pilot study reviewed their total compensation packages to ensure non-discrimination. This is particularly important because evidence has been assembled through independent studies that raters evaluate job performance of blacks less favorably than the job performance of whites,...
Page 3 - To promote a quality, inclusive and diverse workforce capable of meeting the challenge of global competition; • To promote good corporate conduct through an emphasis on corrective and cooperative problem-solving; • To promote equal opportunity, not mandated results; and...
Page 1 - Those artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organizations into management level positions" (US Department of Labor, 2001).
Page 1 - ... various definitions of the glass ceiling, the Department of Labor has concluded that the glass ceiling is most clearly defined as those artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organization into management-level positions. The symptoms of this problem are manifest. Qualified minorities and women are all too often on the outside looking into the executive suite. What the Department set out to do beginning...
Page 17 - E. Inadequate Recordkeeping While all of the companies held major federal government contracts, and were wellversed in their recordkeeping requirements for other government agencies, there was an inadequate assembly of records by most regarding EEO/AA responsibilities concerning recruitment, employment and developmental activities for managementtype positions. As a government contractor, a company assumes an obligation to monitor its employment activities to ensure all employees and applicants are...
Page 19 - ... promotion from within policy. " When no internal candidate was deemed qualified for advancement, the pilot reviews found several mechanisms to fill vacancies. At times these mechanisms posed a barrier to qualified minorities and women being considered for management positions. In general, senior-level positions were not filled by minorities or women through the recruitment practices used in the majority of the reviews. In those instances where companies that did not meet their legal obligations...
Page 1 - Compliance (OFCCP) is responsible for ensuring that all businesses with federal government contracts do not discriminate in employment decisions on the basis of race, sex, color, religion, national origin, disability or veterans status. And our Women's Bureau is the only federal agency with a congressional mandate to promote the welfare of working women. The Bureau has extensive experience in helping women maximize opportunities with programs designed, for example, to obtain careers in non-traditional...
Page 7 - ... of qualified minorities and women was necessary for the Department to fulfill its responsibility to ensure equal opportunity in employment among federal contractors. It was on this basis that the Department announced that it was undertaking nine corporate management reviews and that it was seeking a greater understanding of what was affecting the career advancement of qualified minorities and women. 2 Heidrick & Struggles, Inc., The Woman Corporate Officer, 1986. 3 Catalyst, Catalyst's Study...
Page 5 - ... requirements were not made known. • Developmental practices and credential building experiences, including advanced education, as well as career enhancing assignments such as to corporate committees and task forces and special projects — which are traditional precursors to advancement — were often not as available to minorities and women. • Accountability for Equal Employment Opportunity responsibilities did not reach to senior-level executives and corporate decision makers.

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