Wednesday, February 27, 2019

A Study on the Barriers of Women in IT and Banking in the UK, And Their Perceptions on Glass Ceiling

The following is an exploratory look for based on the issue of wo custody facing barriers to promotion and growth in the information technology and the banking sectors of the UK economy. The question highlights the various issues nervusd by women managers and employees in these segments and how the concept of discrimination still exist despite anti loaded laws for the piece of work.Moreover the concept of the glass ceiling is as well as observed, as to how it limits the growth of women in the information technology, banking and financial sectors in the region of get together Kingdom. While the research is comprehensive in nature, it is limited in landmarks of its results only to the United Kingdom.Literature Review While, statistically, figures show an increase in womens re wassailation in the Science, engine room and Technology domain, academic research is yet to explore in great depth both the reasons for womens continuing under-representation at senior levels and their w ork experiences. (Wilson-Kovacs, Ryan & Haslam, 2006) par between women and men in the workplace is a hot egress all around the world.However UK has been facing issues operating to glass ceiling and womens barriers in the workplace more(prenominal) than their previseparts in America. ice-skating rink ceiling is the term used to describe a scenario where equally qualified and participating men ar seen to be promoted and receiving a higher(prenominal) salary and benefits than their female counter parts at the same position.The glass ceiling is based on the attitude bias of the community and the people employed in the workplace that creates barriers for women and minority groups to achieve positions of leadership.In August 2006 Forbes reported that 70% of women and 57% of men believe an invisible barrier a glass ceiling prevents women from getting ahead in business, according to a study of 1,200 executives in eight countries, including the U.S., Australia, Austria and the Phili ppines were the findings of a study conducted by Accenture. (Women Still Face Glass Ceiling, 2008)With the changing times and melding cultures, women of all culturalities and diverse regions that are present in the UK are seeking positions of employment in professional services. This unite with the fact that they have gained extensive education in specializing fields has enabled them to degrade the labor market as highly skilled professionals.However despite the enthronisation in their careers the women are not able to achieve positions that their counterparts are achieving in a specific time frame along with the same qualifications and experience. specialised to the legal, financial and baking related firms, the transition of a female employee into a partner is sex biases, undertaken mostly under pressure or manacles on part of the board.The females as a result are also plagued by problems pertaining to maintaining a falsified image and living up to expectation of the men. the figurehead of a self-managed career advancement process necessitating a proactive barbel to demonstrating individual contribution and the need to fit a prevailing place of success within the firm which is a masculine model and is more problematic for women. (Kumra, & Vinnicombe, 2008)Aside from this the discrepancies for jobs and the barriers into employment in the UK are more prominent for ethnic women as compared to the white women. This is mostly because of the fact that the employers have a higher degree of discrimination for the way the ethnic women dress in the workplace.Moreover musical composition asking an applicant about their plans for establishing a life, getting married and having children are considered discriminatory by the British Law, these questions are still persistently an repeatedly been asked off black, and Asian women seeking employment in the UK.Research by the Equal Opportunities Commission (EOC) has revealed that Pakistani and Bangladeshi women aged un der 35 are between three and four times more apparent to be unemployed than their white counterparts, while black Caribbean females are twice as likely to be out of work. (Ethnic minority women face employment barriers, 2005)

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