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

ecruitment, more women apply for posts of clerks and receptionists and
secretaries. Therefore, these posts are mostly filled with women candidates.
The organization does not provide any special services or welfare benefits
for women. The company started providing rest rooms for women recently
but since this facility was thought to be misused and thus affecting work
output, the management discontinued it,” she stated. She went on to
elaborate that the constraints women face in the company “are purely
personal” and thus should be addressed at that level and need not be the
concern of the entire organization. These concerns are mostly to do with
maternity leave and neglect of work during child rearing. This is a major
constraint that the organization faces, a result of which is the deprivation
of promotions etc. for women.
This becomes an issue when hiring women. However, there are many
women who manage their careers and family equally well. With persons at
the top being gender biased and narrow in perspective, the chances that
employees get a fair deal is quite doubtful.
The gender biased nature or gender blindness is not limited to men,
women can also have incorrect beliefs if they have not had the occasion
to question these notions and broaden their perspectives and knowledge.
It is clear that there is a need for clarifying and changing people’s incorrect
notions of what a gender policy entails; as its intentions and contexts of
formulations remain unknown and hence feared. There is much to be done
to change these perceptions and improve knowledge amongst managers.
Interpersonal relations and company culture: The dominance of a
masculine culture is very common among the companies studied. This was
the case with the findings of the survey too. This situation has many
implications for women who have the potential and the willingness to aspire
to become senior managers. In several organizations there were interpersonal
conflicts that had a gender dimension. The redress mechanism and the support
system to iron out root causes were not present. This situation had resulted
in a deteriorating quality of the work environment. Such situations lead to
discontent, low productivity or even loss of valuable employees. It is also at
times a violation of the rights of the employee.
Interpersonal rivalry may be a waste of human energy that could be
directed for more productive purposes. The office manager of the soft toy
manufacturing company stated that “men are jealous of the efficiency
and make nasty remarks at female managers. But the company did not
take these dynamics seriously. So, it is the women who have to deal with
the problem at a personal level”. Such open rivalry and hostility may be
reasons for females to leave organizations without gathering sufficient
experience in one place, which is considered important when promotions
are granted. The situation may take a different form where the opinions
of women are not taken seriously by the male counterparts.
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