Beyond Glass Ceilings and Brick Walls - International Labour ...

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Women’s Voices and Representation Dissatisfaction and Redress 39 Workers Rights and Unionization 42 Gender and Micropolitics of Work Culture 42 Perceptions of Gender at Work The Work/ Family Split 43 Reproduction of Gender Roles/ Responsibilities 44 Gender Characteristics and Stereotypes 45 Gendered Demeanour and Double Standards 46 Gendered Dress Codes 47 Gender Micropolitics at Work 48 Notions of Competency 48 Politics of Language 49 Morality at Work 50 Lessons to be Learned 51 Part II Chapter Three Dismantling Glass Ceilings 55 Management Issues in Promoting Women’s Participation and Gender Justice Wijaya Jayatilaka Introduction 55 Managing Organizations Effectively 56 Strategic Management 58 Human Relations in Organizations 59 Constraints to Women in Management 65 Women in Management : The Case Studies 73 Recommendations 84 Chapter Four Towards Gender Equity and Equality 89 Future Directions for Enterprises 90 Wijaya Jayatilaka and Maithree Wickramasinghe Glossary of Conceptual Terms 101 Bibliography 103 III
Foreword Today, women are active everywhere in the economic sphere. Job opportunities for women in an ever-expanding labour market are increasing. Some gaps between women’s and men’s wages, treatment and opportunities in the workplace are gradually shrinking, and women’s education and entrepreneurship are rising. More women than ever before are completing higher education and moving into management positions. Yet, discrimination based on sex still pervades the labour market. Inequality between women and men is a determining factor in world poverty, with women comprising 60 % of the worlds working poor. In many countries women have higher unemployment rates than men and make up the majority of workers in the informal economy. Unpaid care work in the family and the community is still widely regarded as women’s work. ILO therefore recognises gender equality as fundamental to the decent work goals of promoting productive work for women and men in conditions of freedom, equity, security and human dignity. Women in Sri Lanka have always been involved in economic activities, but their labour force participation has fluctuated in relation to national policy changes and shifts in international trends. Female labour makes a significant contribution to national production and income through their presence in plantation agriculture, migrant domestic labour and the export-oriented garment industry. Women also tend to be located in home-based economic activities and as sub-contracted workers with little or no protection by legislation. For the past few decades, the female unemployment rate has been double that of males and women and are being concentrated in the casual, low skill and low-paid jobs in the formal and informal sectors. Most women are in occupations with low incomes and limited opportunities for upward mobility. The small number of women in professional and administrative occupations confront the ‘glass ceiling’ that restricts career advancement and entry into the higher employment levels. I am very pleased to present to you the book “Beyond Glass Ceilings and Brick Walls -Gender at the Workplace” written by Ms. Maithree IV
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Beyond Glass Ceilings and Brick Wal
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The Wages Board Ordinance No. 27 of
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An assault may include any act that
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The most recent gender disaggregate
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Table 2 indicates the major occupat
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Table 5: Private Sector Employment
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Aside from the survey of 100 compan
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men in the public sphere working ou
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to higher education (including thos
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The inequalities and inequities cem
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Unfortunately, these entitlements a
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One interviewee stated how the mark
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Employee Mobility 24 Training Respo
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doubtful that management was aware
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There were facile explanations in r
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Some examples of conditions for wor
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such as secretaries, who may be pro
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There are, of course, many other wo
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Women who undergo sexual harassment
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out to be the victim. (He had also
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worker dissatisfaction. This in tur
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Workers Rights and Unionization Non
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and family balance, the needs of wo
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linked to the type of product or se
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Women’s dress is also taken to si
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Language is also utilized in unders
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2) There is organizational prejudic
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54 PART II
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undertaken for the purpose of pinpo
Page 59 and 60: III Strategic Management In today
Page 61 and 62: The concept of “quality of work l
Page 63 and 64: • Successful organizations will r
Page 65 and 66: is rising. People today see more op
Page 67 and 68: 1. Social Expectations and Gender S
Page 69 and 70: Centralized, hierarchical, top-down
Page 71 and 72: organizational cultures can be deve
Page 73 and 74: posts will be mutually beneficial.
Page 75 and 76: 1. Soft toy manufacturing 2. Tea tr
Page 77 and 78: In the ten companies selected for t
Page 79 and 80: Such situations can be avoided if c
Page 81 and 82: In the IT service provider company,
Page 83 and 84: The inability or reluctance to trav
Page 85 and 86: In such a framework, persons with a
Page 87 and 88: to be provided with opportunities f
Page 89 and 90: women are treated by male colleague
Page 91 and 92: I. At Policy Levels • Articulate
Page 93 and 94: within an organization needs to be
Page 95 and 96: III. Training and Development • I
Page 97 and 98: V. Promotions • Improve advanceme
Page 99 and 100: 98 systems and the underdevelopment
Page 101 and 102: developing an enabling environment
Page 103 and 104: Organizational Superstructure: inst
Page 105 and 106: Employment of Women, Young Persons
Page 107 and 108: Sage Publications, (London / Thousa
Page 109: Contents Foreword Acknowledgments I
Page 113 and 114: I wish to express my sincere apprec
Page 115 and 116: Introduction This book is written w
Page 117 and 118: Moreover, these same gender unequal
Page 119 and 120: Hence, a majority of workplaces do
Page 121 and 122: Moreover, gender roles and responsi
Page 123 and 124: IT, hotels and travel. There is als
Page 125 and 126: This is followed by a more localize
Page 127: PART I
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