ERIC Number: ED390167
Record Type: Non-Journal
Publication Date: 1995
Reference Count: N/A
A Glass Ceiling Survey: Benchmarking Barriers and Practices.
Morrison, Ann M.; And Others
This handbook presents findings of a survey that asked human-resources managers to identify current barriers preventing women and people of color from reaching senior management. The survey was sent to 902 human-resources managers at various organizations. A total of 304 surveys were returned, a 34 percent response rate. The managers gave support to the notion that the glass ceiling involves a variety of barriers that continue to exist to some extent in their organizations. Overall, barriers rated as most significant differed from those identified by managers in a previous study (the Guidelines on Leadership Diversity, or GOLD Project). The data suggest that a number of managers did not see a strong connection between diversity and the health of their organizations. The two most common barriers included the preference of existing management to associate with people like themselves (the discomfort factor) and a lack of accountability. In addition, some diversity practices seemed to be most closely related to the two key barriers. The five practices that were more closely correlated with overall effectiveness at the management and executive levels included: (1) progress in meeting diversity goals is included in performance evaluation; (2) diversity considerations are included in promotion criteria and decisions; (3) diversity considerations are included in management succession planning; (4) competence in managing a diverse work force is considered in management succession planning; and (5) selection criteria and decisions include diversity considerations. The most prevalent practices did not seem to represent the most promising solutions to the glass ceiling. A recommendation is made to include progress toward diversity as part of the performance-evaluation process. The appendix contains survey questions and responses. (Contains 23 references.) (LMI)
Descriptors: Affirmative Action, Benchmarking, Cultural Pluralism, Diversity (Institutional), Employment Opportunities, Employment Practices, Equal Opportunities (Jobs), Females, Minority Groups, Promotion (Occupational), Resistance to Change
Center for Creative Leadership, Post Office Box 26300, Greensboro, NC 27438-6300.
Publication Type: Reports - Research; Tests/Questionnaires
Education Level: N/A
Authoring Institution: Center for Creative Leadership, Greensboro, NC.