The "glass ceiling"

This study has examined the phenomenon called Glass Ceiling. It has approached the phenomenon in two different views. One is career development and another one is women in management. Main purpose for this study was to inspect women working life and career opportunities. Why women’s career developments end in a certain level? What is glass ceiling and how to break it? Paper also investigates reasons behind the effect. Prejudices and biases are the worst enemies for women’s career. How to change these beliefs and corporate cultures? Is the glass ceiling nonsense or is it real? This paper has been created from different books, articles and studies. Based on those studies and other materials I became to a conclusion that glass ceiling still exists. Not as strong what it used to be, but still there are many obstacles for women to overcome. Glass Ceiling phenomenon has been investigated quite broadly. This is why I didn’t use any primary data. All data is secondary. After this intensive research about glass ceiling I have found some ways to lower academic ladders to Board room for women. Everything starts from upbringing and university life. Most of those bi‐ ases are created in those times. Women should also be more active and louder and make sure to be noticed when they wants promotions. When women want children and career they should combine with many things. In these days it is not a crime to ask help from outside. Spouse, neighbor, rela‐ tives and paid help are helping women to manage their domestic life and career. Organizations have been benefit from women’s contributions. There are studies which have shown incredible growth in companies’ performance, after they have pointed a woman to be a top manager or a chief execu‐ tive officer.