Research on the Glass Ceiling
Foley, Kidder, and Powell examined the relationship of a “perceived” glass ceiling on several employment outcomes for male and female Hispanic lawyers. The research showed that more women than men perceived the glass ceiling. Where promotion fairness was higher there was less perception of the ceiling. Also, perceiving a glass ceiling was related to intention to leave the organization. The study also concluded that Hispanic women are more concerned than Hispanic men with social cues; therefore, management needs to provide all employees with explicit feedback about the rationale for promotions.
Question: Why do you think there is a relationship between promotion fairness and perceptions of a glass ceiling?