THE GLASS CEILING IN CORPORATE AMERICA

Why It Still Exists

By Madeleine York

For over 20 years women have struggled with the issues and questions surrounding life on the corporate track. For many, however, that struggle continues today with few concrete answers. Instead, there seems to be even more frustration on both sides of the aisle--how do we integrate two different agendas into one AND be more successful. This is not to suggest that there have not had successes. There are more women owned businesses today than ever before. Women are holding CEO, CFO, and top executive positions but for the most part these positions are held by the women who own their business. Although laws have been passed, schools have adapted to the changes and even the “good ole boy network” has for the most part been impacted, there continues to be discord on both sides of the aisle. Answers such as, “women are more nurturing,” “women learn as infants to care for others,” “women are not tough,” may be truths but they cannot be excuses for success. Integration of men and women in the same corporate hierarchy and politics are two areas where there is little parity.

An article in the New York Times Magazine (October 25, 1998) Why the Women Are Fading Away discusses the issue of women in politics and why gender parity continues to be an illusive goal. “ Most women begin (a political career) with community concerns, not ambition” says Harriet Woods, the former president of the National Women’s Political Caucus. On the other hand research suggests that men enter the political arena in search of a career. Women need to have a clear agenda--have a career where helping people is the focus or where helping people is within the scope of their work. There is a significant difference in attitude.

A book I strongly recommend for both men and women, Hardball For Women-Winning At The Game Of Business by Pat Heim, PH.D and Susan K. Golant (Penguin Group-1993) suggests that women have “never mastered the subtleties of communicating with men.” Women often try to imitate or copy men’s behavior without either understanding or acknowledging the differences in the male and female culture. The following quotes from women in management positions and leadership roles paint an interesting picture. “I’m a technical ace.” “I work harder than anyone else.” “I’m highly respected by my peers.” “Why have I been passed over--laid off--overlooked?” “Why can’t I be as successful as the men in my company?”

Let’s look at the history of women working outside the home. Women initially entered the workplace en masse during the Second World War. By the time the men returned from the war, women had tasted the “sweet smell of success” but were quickly escorted back to their roles as mothers and wives. In the succeeding generations, women decided to re-enter the marketplace and vie for those jobs held by men. This of course was a very different scenario. Women were now asking for and in some cases taking jobs away from the primary wage earner. Additionally, women did not understand how to ‘play the game’. Yes there are rules to the corporate game.

To use a sports analogy (football) women were thrown, or they threw themselves, into the middle of the game with no clue about how to play. They were given the ball, ran up and down the field, made a few touchdowns, fumbled more than their male counterparts, got very dirty and accomplished less than their efforts would suggest. If you agree with these conclusions and you agonize for a solution, consider this: learn the rules, play by the rules, then you will be in a stronger position to challenge the rules. It is unfortunate that most women had no mentors along the way, but we didn’t. It’s time to move forward and not back. Here are some forward thinking and acting tips from Pat Heim on How To Be A Hardball Competitor from her book.

1. If you can’t be both liked and respected, make sure you’re respected.

2. Accept that you won’t please everyone (all the time)

3. It’s nice if you can collaborate on decisions, but at times you’ll just have to give the order.

4. A direct approach to conflict will often work better in the long run.

5. You’ve got to compete or expect to get walked over.

6. If you’re the target of the game of attack, take out the leader first.

7. Remember that for men, business is just a game.

8. When the game, argument, conflict is over, it’s over, and your relationship can revert to its previous form.

9. Just because he’s pleasant to you doesn’t mean that he’s not also out to beat you.

Our future, and the future of our daughters in the corporate world and our ability to share and partner with the current decisions-makers depends on our willingness to learn to compete in a world in which, for the most part, men make the rules. The only logical way to accomplish this goal is to learn the rules always remembering that you don’t have to act like a man to succeed in the business world, but you can’t get ahead without understanding the male culture. Only then can we achieve a level playing field.

Madeleine York

York Career Development, Inc.

Houston-Austin

866-502-8258 office

512-565-8506 mobile

www.yorkinc.com

myork@yorkinc.com