1. Prepared by:
Farizwan
Shahfiq
Khairunnisa
Norsheyreen
Nur Shireen

2. 2

3. The DefiniTion
- An unofficial barrier to opportunities
within an organization or company which is
perceived to prevent protected classes of
workers, particularly women, from
advancing to higher positions.
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4. 4

5. originaliTy…
 The term Glass Ceiling was originally used
by Carol Hymowitz and Timothy Schellhardt
in a March 24,1986 Wall Street Journal article.
 The term glass ceiling applied to women as a
group, not just individuals.
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7.  The term glass ceiling is most often applied in
business situations.
 Women feel, either accurately or not, that men
are deeply entrenched in the upper echelons
of power.
 Women try as they might, find it nearly
impossible to break through.
Vocab: 1) entrenched- strongly established
and not likely to change
2) echelons- a rank or level of authority in
an organization
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9.  A report written by Ann Morrison,
Breaking The Glass Ceiling(1987)
conclude that there are few true
differences between men and women in
psychological, emotional or intellectual
qualities.
 Women are expected to be tough but not
to display “macho” characteristics.
 They were expected to take responsibility
yet to be obedient in following orders.
 They were expected to be ambitious yet not
to expect equal treatment.
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11. The causes…
 Many challengers say that it exists mostly
because women choose to focus more on
their time on family and in the end
cannot dedicate as much time to their
career.
 The term “brass ceiling” is also used to
describe the difficulties women have when
they try to rise up in the ranks.
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12. BREAKING THROUGH THE GLASS CEILING
This file photo shows lawyers visiting Turkey's
founder Atatürk's mausoleum Anıtkabir.
Academicians argue that patriarchy shapes
professional world. (Hürriyet photo)
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13. The issue of glass ceiling in
Malaysia
 In the Eight Malaysian Plan(2000) it is
revealed that there is an increasing trend of
female students enrolment into public
universities from 50% (1995) to 55% (2000)
 This shows that women are just as
academically qualified as their male
counterparts and therefore worth of equality
in the workplace.
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14. The MCA leadership, comprising
mostly men. Ng Yen Yen is third
from left
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15. The causes
 The misconceptions in relation to women and
careers in management still remains until now.
 Discriminations, negative attitudes and
stereotypes of women as leaders prevail, which
leads to fewer opportunities and slow career
progress.
 Negative attitude is created by women in
seeking for advancement in the organization.
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16.  Family supports and encouragement is critical to
women’s career.
 The beliefs and perception that women must be
able to play role of wife, mother and worker
simultaneously makes them struggle in a work-
family conflict. (Marvin 2001)
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17.  There is a research that indicates that men tend to get
promoted faster than women, because of their greater
use of informal networks.
 Studies revealed that training was greater advantage
to men than women.
 Work experience and education increased training
opportunities more for men than women.
 It seems that, on the whole, men believe that equal
employment opportunity has been achieved, whereas
women do not.
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18. WhaT can We(WoMen) Do?
 If you feel like you are being discriminated against,
speak up!
 Bring it to the attention of your human resources
manager!
 Be specific about your complaints and not just say
that you feel like you are being treated differently.
 The better you lay out your facts, the more
attention your case will get.
 Let us BREAK THE GLASS CEILING!!!!
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19. SAY GOOBYE TO GLASS
CEILING
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