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ABSTRACT
For decades, the Glass Ceiling has been the descriptor of the invisible barrier keeping women out of executive positions in American businesses. While exploring the reality of this ceiling, researchers discovered that men quickly rise to the top even in occupations dominated by women; this phenomenon is called the Glass Escalator. While the facts show an inequity between men and women, current research in intersectionality is showing that not all women have the same experiences under the Glass Ceiling nor do all men ride the Glass Escalator. This research along with changing business models is calling into question the relevance of the traditional tenets of these theories. This study will evaluate the merits of both theories historically. Then it will discuss the role intersectionality plays in drawing out distinctions of ethnicity, class, and gender to remodel each theory.
INTRODUCTION
The historical narrative of the United States is replete with examples of revolution- peaceful and otherwise-as the disadvantaged pursue equality. Gender fairness is rarely only about gender but is instead multiple attributes intersecting gender which may bring about different discriminatory experiences. For example, a white well-educated man from a wealthy family cannot be compared equitably with a poor white man with an average education. While neither individual is guaranteed success, one still has intersecting variables that provide more advantages. The purpose of this paper is to review the current longitudinal research into gender inequality in the workplace and explore tangible solutions to help organizations avoid the current obstacles impacting the disadvantaged. This paper will review a brief gender equality history, describe the Glass Ceiling and Glass Escalator theories that have dominated gender studies and finally remodel these approaches by using Intersectional Analysis. Finally, it will offer three solutions that can be put into place to foster a fair workplace.
LITERATURE REVIEW
Aiken, Salmon & Hanges (2013) provide a historical review of the 1964 Civil Rights Act and Women's Rights Movements. Huffman (2012) reviews recent scholarship and pinpoints a stall in gender equality progress. Cech & Blair-Loy (2010) explore the theoretical approaches of meritocratic versus structural explanations for gender inequality. Insch, McIntyre & Napier (2008) review the experiences of employees who expatriate and the glass ceilings encountered for women versus men. Shin (2012) explores the...