Women Executives:

1
Women Executives

• Glass Ceilings and Pay Differentials

2
Inspiration
Incomes of US women and Men
3
Historical Foundation

• Past conceptions of female workers as marginal
  and transient led employers to bar women from
  many occupations. Claudia Goldin
• Women left to care for family
• Thus given dead end jobs or jobs with short
  promotional ladders

4
Situation of Women

• Out of almost 800 of the largest industrial and
  service companies in the United States, only 19
  of the 4,012 highest paid executives were women.
• Less than half of 1
• Obtain positions at smaller companies
• Tend to run companies that specialize in trade,
  health services, and social services.

5
Women and Non-Profits

• 19 of non-profit organizations are led by women
• Lead non-profit organizations of all sizes
• Lead organizations that deal with food, health,
  and shelter.

6
Why is the Glass Ceiling difficult to break?

• Women and men have different reactions to
  competition
• Competition improves mens but does not improve
  womens job performance
• Women are more idealistic
• Believe hard work earns advancement
• Women are less likely to negotiate pay,
  promotions, and recognition in the workplace
• Not promoted as often
• Women do not want to lose the option of having a
  family
• Family difficult with executive jobs

7
Is the Glass Ceiling breaking?

• Number of women executives has grown from 1.3 in
  1992 to 3.4 in 1997
• Women executives are receiving the same
  compensation for their work as men
• Women have been pushing into the job market by
  increasing education and experience

8
Women are putting immense pressure on the
proverbial glass ceiling and it is beginning to
crack.