Why Do Women In The Computer Science Industry Have Glass Ceiling Syndrome? Assignment Sample

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Breaking Barriers: Women in Tech Face Glass Ceiling

The term gender discrimination is defined as when someone is treated unfairly or unequally based on their gender distinctiveness. It has significant impact at workplace because it increases the mental health issues and develops higher anxiety level of the employees. Glass ceiling syndrome is considered as one of the significant factor of gender discrimination. This factor of gender discrimination prohibits the females from reaching to the top level positions in their companies. Apart from this, the literature review is highlights the reasons behind women are having glass ceiling syndrome within the computer science industry.

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Main Body: Glass Ceiling in Tech

Glass ceiling is categorized the third kind of gender discrimination along with evident of sexual harassment and inequity. This disallows the females from accomplishing the top level positions with the protuberant rank and income at their offices. As per the view of Manzi and Heilman (2021, p.257), due to this gender discrimination the women’s are facing several challenges at the workplace because of demographic inequity. It is regard as preliminary parameter to the professional growth and development that enables to eliminate the demonstration of females in senior position of any segments. In the computer science industry, this gender discrimination is rapidly increases and women’s face several challenges which ultimately impact their growth and development as well as career (5). In addition, the glass ceiling has significant impact on the career of women’s because they receiving less pay as compared to the men and being passed over the significant career opportunities and promotions. Hausknost (2020, p.25) assessed that the women’s who eliminates from achieving the higher position within the company they are feeling isolated, experiencing micro-aggression continuously, getting rejected from the job and being treated as incapable. The glass ceiling is directly affecting the women’s career in regardless of their level of experience, education and skills.

As critically said by Babic and Hansez (2021, p.677), there are several factors which have significant contribution to increase the problem of glass ceiling for the women’s. Risk aversion is one of the significant factors that have major contribution to glass ceiling for the women (2). It can be said that, the women’s are risk-averse and less competitive as compare to men. On the other hand, Blühdorn (2020, p.45) stated that culture, society’s culture and organizational culture, gender roles, management demographics etc., are the crucial factors that significantly contribute to the glass ceiling in women’s gender equality within the computer science industry (3). As critically argued by van Veelen and Derks (2022, p.790211), these elements creates invisible obstacles that obstruct the promotion of the women’s to the position of senior executives and adversely affect their careers. The occurrence of glass ceiling is method of vertical discrimination against women in the position of decision-making within the organizations. Glass ceiling is encouraged by the interpersonal and situational challenges as well as organizational gender culture (6). The insights of diverse treatment and existence of glass ceiling can lead to conflict of work-to-family contract and have significant implications for job satisfaction, job strain and job engagement.

As critically said by Taparia and Lenka (2022, p.385), gender discrimination is regarded as one of the insistent challenge in the workplace that leads to several issues for the women’s (6). In the UK, the employment rate of women was less than men’s. In between 2019-2020, the female employment rate was 72.3% while male employment rate was 79.0% (Buchanan, Pratt and Francis-Devin, 2023). As critically opposed by Manzi and Heilman (2021, p.257), due to glass ceiling, the women’s of computer science industry face several challenges. In the organizations, majority of the top positions are held by the men’s because the management teams think that women’s are unable to perform their duties and responsibilities in effective way (9). However, now a day’s the women’s are more capable to perform their duties and within the business and hold higher positions as compare to men’s (Hausknost, 2020, p.28). Apart from this, glass ceiling has negative impact on the mental capabilities of the women at the workplace. From this they face issue stress, mood disorders etc., which negatively impact their career (4). As critically said by Babic and Hansez (2021, p.677), gender bias is regard as one of the significant reason to eliminate the women’s from achieving the higher position within the computer science sector. In the business, this gender inequality tends to adversely affect the women immensely in compared to men’s.

In addition, sexual harassment is another vital reason for occurring the glass ceiling at the workplace (8). In the UK women’s constantly face sexual harassment in the workplace. 97% of the women’s who have age in between 18-24 are experiencing sexual harassment within the UK (Bose, 2021). As per the view of van Veelen and Derks (2022, p.790211), in order to combat glass ceiling, the HR of computer science industry can focus on family-friendly policies, increase representation and diversity recruiting. In order to protect the rights of the women’s and eliminate them from discrimination the UK government introduced sex Discrimination Act of 1975 to promote the inclusivity and equality within the place of work. As critically argued by Aksoy et al, (2019, p.174), in the UK still, the cases of gender discrimination have taken place with the women’s that directly impacts their growth and development as well as career.

Furthermore , to break the glass ceiling within the computer science industry they can execute stereotype training and regular bias, offer company-wide transparency, set promotional goals and diversity hiring as well as conduct blind applicant screening (1).

Conclusion

From the above literature review, it has been summarized that glass ceiling disallow the females from accomplishing the top level positions with the protuberant rank and income at their offices. The glass ceiling has significant impact on the career of women’s because they receiving less pay as compare to the men and being passed over the significant career opportunities and promotions. Glass ceiling has negative impact on the mental capabilities of the women at the workplace. In order to protect the rights of the women’s and eliminate them from discrimination the UK government introduced sex Discrimination Act of 1975 to promote the inclusivity and equality within workplace. Gender bias, additional unconscious bias and sexual harassment are the important factors which have significant contribution towards the glass ceiling.

References

1. C.G. Aksoy, C.S. Carpenter, J. Frank, and M.L. and Huffman, 2019. “Gay glass ceilings: Sexual orientation and workplace authority in the UK,” Journal of Economic Behavior & Organization, 159, pp.167-180, 2019.
2. Babic and I. Hansez, “The glass ceiling for women managers: Antecedents and consequences for work-family interface and well-being at work.” Frontiers in psychology, 12, p.677, 2021.
3. Blühdorn, “The legitimation crisis of democracy: emancipatory politics, the environmental state and the glass ceiling to socio-ecological transformation.” Environmental Politics, 29(1), pp.38-57, 2020.
4. D. Hausknost, “The environmental state and the glass ceiling of transformation.” Environmental Politics, 29(1), pp.17-37, 2020.
5. F. Manzi and M.E. Heilman, “Breaking the glass ceiling: For one and all?.” Journal of personality and social psychology, 120(2), p.257, 2021.
6. M. Taparia and U. Lenka, “An integrated conceptual framework of the glass ceiling effect.” Journal of Organizational Effectiveness: People and Performance, 9(3), pp.372-400, 2022.
7. R. van Veelen and B. Derks, “Equal representation does not mean equal opportunity: women academics perceive a thicker glass ceiling in social and behavioural fields than in the natural sciences and economics.” Frontiers in Psychology, 13, p.790211, 2022.

Online

1. J. Bose, 97% of women aged 18-24 in UK faced sexual harassment, reveals survey. 2021 Online. Available through :< https://www.hindustantimes.com/world-news/97-of-women aged-18-24-in-uk-faced-sexual-harassment-reveals-survey-101615550870254.html >.[Accessed on: 22^nd December, 2023].