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The Glass Ceiling
for African, Hispanic (Latino), and Asian Americans |
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The "glass ceiling" refers to the barriers that often confront Ethnic
Americans and women in trying to reach the upper echelons of corporate America.
According to a 1995 study commissioned by the Federal Glass Ceiling Commission, 97% of the
senior managers of the Fortune 1000 Industrial and Fortune 500 are white, and 95-97% are
male. This is occuring while 57% of the workforce is either Ethnic minorities,
woman, or both. The study also found that African, Hispanic (Latino), and
Asian Americans do not earn the same pay for comparable positions, African Americans
earning an astounding 21% less than their white counterparts in the same job. So what can be done about the Glass Ceiling?
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Realize that you cannot be equal - you must be better than your competition for
promotions. Although this sounds unfair, it is reality. If you are going to
make a solid case for being promoted, it must be a clear case.
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Recognize your company's philosophy. If your company's senior management and Board
of Directors has no Ethnic minorities or women, this is a bad sign.
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Don't waste your time. Look to advance your career with a company that values
workforce diversity and eliminating the Glass Ceiling. Companies that don't adopt
this philosophy will continually see good people leave and they will eventually come to
the realization that they must change.
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If you have alot invested, stay and fight. Unequal pay and consideration for
promotions is discrimination under the Civil Rights Act. See our section on
workplace discrimination for more information.
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