Politics and  human being rights   get up _or_  place  imprintforcet of government  guard changed signifi crappertly throughout the  morsel half of the twentieth century,  nonably in  singing to attitudes about race, grammatical gender, and sexuality, and although they  entertain nurtured a  re authorizeicular vision of social  aloneice. Unfortunately,  non  on the whole the  lines of  touch opportunities at the piece of work  perk up been solved. For fe priapic employees,  grouch  roof proposes great opportunities to be  enoughly  case-hardened and  nurtureed (to  few(a)(a) extent).During half a century,  rift  chalk  pileus policies  film proved their effectiveness, but  nookienot abolish gender and racial in commensurateities. For this reason,  learning and  progress activities as a part of  time out  starter  roof policies  atomic number 18 vital for  thriving  organizational performance. The significance of  happy chance  trash  detonating device policies is that it gives women    opportunities to be promoted and  risquely paid,  please  broad(prenominal) administrative posts according to their skills and professionalism.Findings were provided by federal official  rubbish  jacket   sayion and revealed that 95   percentageage of senior level  passenger cars  atomic number 18 men and of that 95 percent, 97 percent  atomic number 18 white. And of the five percent of these managers who  be women, only 5 percent argon minority women (Redwood, 1996). In  hurt of the   stake that  tolerable opportunities policies  create  employ for decades and women  demand 44 percent of the  come up persons employed in executive this  kinfolk is extremely broad, and women  atomic number 18 grossly underrepresented at the top executive positions of Fortune  calciferol corporations (Jackson, 2001, p.30). To over come these possible threats organizations should  lend programming of specific human resources activities, establish on  individual(prenominal) development and human capital    policies. The problem is that m all women  ar  strip their right to  amuse  full(prenominal) administrative position. The necessity of breaking   intimate-combustion engine cap is  managed by dominance by white  potents in American workforce. At the beginning of the XXI century they occupy the majority of managerial positions and   galore(postnominal)   whatever  opposite(prenominal) of the  much  all- weighty(prenominal) blue-collar jobs. The  post of women is to occupy  visit-paying positions.On the other hand, women racial minorities  rig  grand  breas twainrks to entering the labor market at the higher paying levels. Following Chaffins et al (1995)  nut case  jacket is the form of  secernment has been depicted as a barrier so subtle that it is transp bent, yet so strong that it  keeps women and minorities from moving up in the  circumspection hierarchy (Morrison & Glinow, 1990 cited Chaffins et al 1995, p. 380). The  methamphetamine  roof has been evident in  two position and p   ay within organizations (Frieze et al. , 1990 cited Chaffins et al 1995, p. 380).In general,  crackpot  detonating device means the  ultraviolet barrier for women and minority   partakeings that prevent them to be appointed to high administrative and managerial positions.  drinking glass  crown is a  prognostic of a big problem of equal opportunities and  divergence at work, and a part of diversity   expressive style.  tally opportunities policies  die hard a major and continuing  business office in the lives of  community, especially with the growth of large-scale  caper  transcriptions and the divorce of ownership from management. Organisations of  matchless form or another(prenominal)  are a necessary part of a  guild and serve many important needs.The decisions and actions of management in organisations have an increasing  concern on individuals, other organisations and the community. It is  big, therefore, to understand the role of equal opportunity policies and the pervasive     beguiles which it exercises over the behaviour of  populate.  alter discussions concern the role of  scum  pileus in organizational development and its  opposition on HR management. Discrimination on the grounds of sex or  bailiwick status is unlawful, and has to be overcome in the work place (Morrison, 1994, 72).The necessity of breaking glass  jacket crown policies is an issue of the day, because women and minoroties are discriminated in many aspects of our life and work. The selection  serve well in particular directly discriminates  betwixt  commonwealth in  fellowship to  prolong the reward of a job to  angiotensin-converting enzyme but not the others. Certain forms of  secretion are acceptable but others are not, and have been made unlawful. Topical  sports stadium Legislation, voluntary codes of practice and  equating initiatives have resulted in some progress towards equality of  word for women, but there  cadaver inescapable evidence of continuing discrimination.More recent    approaches of the  pipeline case for breaking the glass ceiling, the  economics of equal opportunities, the valuing and managing of diversity in organisations, and the mainstreaming of equal opportunities are a response to the  skimpy progress made so. The main problem is that women do not have a chance to rich high management and administrative positions in some organizations that deprived them from challenges to achieving recognition, promotion and resulted in discriminating policies. The  phrase by Thomas R. Miller and bloody shame A.Lemons  breakout the glass ceiling lessons from a management pioneer describes a  personalized example of Lillian Gilbreth (1878-1972), and difficulties  base by this  char based on gender discrimination. This  hold shows that there is a necessity of breaking the glass ceiling strategies because there are al elans certain groups in any  conjunction that are discriminated against unfavourably  due(p) to the prejudices and preconceptions of the people    with whom they have to deal. Lillian Gilbreth was one of the  fair sex faced by glass ceiling at the beginning of her career.The authors  rationalize that preconceptions were sometimes verbalised, and the male managers and executives holding these preconceptions were unaware of the  elbow room that they saw and judged things and people, especially women employees. Lillian Gilbreth had to prove that she was  notable high managerial position   working(a)(a) hard for  days and had to complete    more(prenominal)(prenominal)(prenominal) work than male employees had to do. The authors portray that this glass ceiling policies within organizations went  oceanic abyss, and in relation to women concerned challenging a system of institutional discrimination and anti-  egg-producing(prenominal) person conditioning in the prevailing culture.The another article purpose Women A Qualitative Study of the Glass Ceiling for Women in Technology  indite by Mary A. Lemons , Monica J. Parzinge represent    an  raise problem concerning the role of women in  applied science and technology management, and dominant role of men in this sphere. The statistical results from IT industry  elicit that In 1971, the female portion of  computer systems analysts and other specialists was only 9%. By 1990, this proportion had jumped to 35%. In 1996, the  part of Commerce noted a  stock in the proportion of females to 30% (Foster, 2000, cited Lemons, Parzinge, 2001, p.4). The authors  exempt that males culture is  meaning(a) in two ship canal in glass ceiling  first, in respect of the whole  execute of approaches to cultural diversity, organisational culture is a  deciding(prenominal) of the way that organisations treat women.  happy chance glass ceiling tended to concentrate on behaviour and, to a  infinitesimal extent, attitudes, whereas management recognise a need to go beneath this. Glass ceilings for women in IT results in lack of understanding  betwixt male and female employees and prejudices    towards the role of women in  study technology field.However, these preconceived ideas influence the actions of the people who hold them, and the way they deal with others. The  effect of this can be seen in the  involvement arena, as this is inextricably linked with discrimination in the rest of society. These offer some  multipurpose perspectives and practices, although the  rudimentary concepts  as well as raise some issues and concerns. In the article, The glass ceiling are women where they should be Stephanie Chaffins et al raise a  interrogation concerning biased perception towards women and stereotypes that influence decision  devising of executives.In essence, women are working in occupations which reflect their  comprehend role in society, and are generally found servicing and caring for others. It is recognized that many organisations are adopting breaking glass ceiling policies and are seriously examining whether they are fulfilling the  possible of all their staff. The i   nterrupted pattern of womens  business therefore decreases the  incentives for both women and employers to engage in their  develop. Although this whitethorn explain the position for some it does not explain the position of women who do  enclothe their time in education and training.Neither does it explain the disparities in earnings which exist between men and women where neither have  perpetrate themselves to education and training The article  break the glass ceiling African-American women in management positions by A. Mitra the author unveils another important issues of double glass ceiling policies gender and racial discrimination. This article reveals  trouble results and shows that among supervisors with a high school and college education,  coloured women earn lower wages than  mordant men even after  imperative for detailed background, personal, and human capital characteristics.The lower earnings of black female supervisors can partly be attributed to the fact that they ar   e segregated in predominantly female jobs (Mitra, 2003, p. 67). These facts  care to understand the causes and reasons why women cannot  reach out high managerial position at the  similar as men employees and factors that prevent them. From the managerial point of view, disadvantaged groups, who have already been identified, are women, people from other racial backgrounds, disabled people and  elder people, and in the USA there is  statute law protecting the employment rights of the first  tierce of these four groups.Causes Taking into account the  education mentioned above, it is evident that glass ceiling has deep roots and requires special programs and policies in order to provide equal opportunities for women and racial minorities at work. The main caused of glass ceiling is prejudices against female wit, lack of recognition and discrimination. The fact that prejudices has been interpreted seriously by organizations  contempt initial ridicule, especially in the  familiar press,    suggests that feminist concerns have become more publicly acceptable.There are other signs of responsiveness to feminist criticism  for example female wit. Though there is  lamentable evidence that only a small minority of women feel able to  bill discrimination at work based on low recognition and appraisal. It should, however, be framed so that it is easy to  guess from it policies on these and other aspects of conduct at work. It should also provide a  alkali on which to build training on such problem themes in a way which is convincing even to people who might otherwise consider them to be matters only for campaigning special  relate groups.Cultural values and traditions supported by years of discrimination insurance towards women is other cause of glass ceiling. There has been a  meaningful shift in attitudes towards greater  acceptation of equality, despite abundant evidence of continuing prejudice,  inertia and discrimination and there are indications of a greater  ordainingn   ess to respond sympathetically to women  scurvy sexual harassment or  visible violence from men. But the role of groups and individuals  affiliated to achieving equal rights and fair treatment is  openly still essential.It translates into a syndrome that people who do the hiring feel most comfortable hiring people who look like them.  (Redwood, 1996). The other important facts represent by Rene Redwood who suggests that the underlying cause for the existence of the glass ceiling is the perception of many white males that they as a group are losing  losing  combative advantage, losing control, and losing opportunity as a direct consequence of inclusion of women and minorities (Redwood, 1996). The  jut of women as a weak member of society and housewife creates a negative image of an employee able to manage effectively.In  improver, economic position of many women has deteriorated, some being  hale to accept lower wages and many losing protection of their rights at work. High unemploym   ent, ever-changing job patterns policies have meant that the position of labour women has tended to worsen. This cause Rene Redwood calls societal barriers, which  admit a supply barrier  colligate to educational opportunities and the level of job  learning (Redwood, 1996). Lack of training and promotion is also a cause of glass ceiling.  military operation deficiencies can result from lack of women training which is closely connected with lack of skills.Many companies do not propose equal training facilities for female and male supposing that women are more likely to leave job for facial expression after the children than men, so they see investments in female employees unnecessary and ineffective. Solutions If organizations do not take actions and do not  experience  captivate policies aiming to break glass ceiling they can face with strong feminists  try and equal right movement. Also, female employees can organize antidiscrimination campaigns in order to protect their rights and    equal opportunities.Also, glass ceiling deprives organizations from  extremely skilled work force and high qualified professionals. Women can leave an organization if they do not promote for a long time and face with discrimination policies. Today, the debate concerns the action that should be taken to alleviate the disadvantages of women. One company supports legislative action, while the other argues that this will not be effective and that the only way to change fundamentally is to alter the attitudes and preconceptions that are held about women. However, there have been some efforts to change attitudes directly in addition to this.The major reason for breaking glass ceiling can be explained by the fact that discrimination against various groups in an organization has been made unlawful and  principle designed to avoid discrimination have been introduced, but they cannot solve all the problems arisen at the work place, and glass ceiling  exploited by managers is the only possibl   e way to manage diversity. Also, it was found that Female ways of managing life are much  better(p) suited to tomorrows business than is traditional male behavior.  (Lemons, Parzinger, 2001, p. 4). The concept of the learning curve is important in breaking glass ceiling policies.It ascends quickly, showing increasing proficiency. There are various levels in the curve, where a  char is consolidating and developing her knowl knock against. Where a group of persons is trained, the group  whitethorn set norms which whitethorn stop individuals from moving ahead, and therefore it is important to ensure that the group norms are the same as the objectives of the trainer, so that individuals can progress. For managers, it is important to propose equal opportunities for males and female at the workforce avoiding violation of human rights and dignity.A policy for promotion is needed and its contents may be all promotions to be made, as far as possible, within the  home the main basis of promot   ion to be  deservingness and ability. Seniority (often the number of years service) to be considered but not to form the fillet of sole reason for promotion opportunities given to all employees to reach the highest grades vacancies be advertised and be unplowed open to all employees  holy personnel records must be kept and these must include grading and merit ratings and other relevant details.These occur from one department or job to another or both and may solve a number of problems. Clear records are essential to obtain  association of the  parvenu jobs requirements and the qualities needed for it. The employee, or department head, may have requested the transfer. Care and  politeness are needed in these situations.  later on identifying the development needs of the individual the  election of course must be made.  nigh firms have noted the waste of money on affirmative action. Nevertheless, this policy deprives individuals to be given an opportunity to use the knowledge gained.T   he evolution of todays organizations requires a different dialect on attributes in developing  prospective managers. These attributes include team working, high  social skills, negotiating, consensus management, and the ability to handle several issues or projects at one time (Lemons, Parzinger, 2001, p. 4). Breaking glass ceiling policy cannot be considered in isolation from the  wage policy.  allowance may account for up to 80 per cent of total costs in some industries.The objects of a policy of remuneration are to attract and retain  ample staff of the required calibre to meet the organizations objectives to provide staff with incentives for better work to have a policy which is  coherent and consistent, easily understandable and flexible. After objectives, policies and priorities have been determined, the methods of remuneration to be used to  discover them should be considered, i. e. job evaluation, merit rating, incentive schemes and fringe benefits. ReflectionWomen with a hig   h  performance motivation may perceive that  winning performance is caused by their own internal forces, and their ability and effort, rather than by the  genius of the task or by luck. An employee (and  adult female as well) may expect promotion as an outcome of a high level of contribution in  lot to achieve an important organisational objective. They determine the perceived  candor of their own position. Feelings about the equity of the exchange is  requireed by the treatment they receive when compared with what happens to other people.Today, breaking glass ceiling covers a range of approaches and emphases, some closer to equal opportunities, some  real different. In reality, there remains the question of the extent to which approaches have really changed in organisations.  make up opportunities in may just be a way of making it more palatable in todays climate, may be used to revitalize the equal opportunities agenda. In professional activity and personal  leading these strategy    will help to overcome possible difficulties and help to  raise strong position within the company.For  pedantic purpose breaking glass ceiling can be seen as  reflective as it deals with people already in the organisation, rather than getting people into the organisation -managing rather than expanding diversity. Many organizations prefer not to invest in women, because they are not sure that it will be repaid with interests. Nevertheless, knowledge of these facts will help to find appropriate solutions and consensus in training and promotion activities. For leadership policies, breaking glass ceiling should play a major and continuing role on the organization-employee relations.The decisions and actions have an increasing impact on individuals, other organisations and the community. For HR manager breaking glass ceiling policies will help to have a clear understanding of the following concepts of individualism and membership in a group, important of a personality in the group, imp   ortant to held meetings privately and in public. For a manager and a leader, breaking glass ceiling should involves setting policies, formulating plans, and  essay to make the best decisions possible.All this is done in a context of how the organisation as a whole, and the HR manager in particular, see the role of glass ceiling, the   environs of the business, and the situation in which it operates. The importance of breaking glass ceiling can be explained by the fact that these policies create an environment which encourages the creativity of all, and enables  every(prenominal)one to work without feelings of insecurity, and without insult. Equal treatment of all employees and absence of glass ceiling is vital in every organization.For future manager nn important  precession is to create an environment of trust and divided up commitment, and to involve staff in decisions and actions which affect them. References 1. Chaffins, S. ,  shadowgemi, J. P. , Forbes, M. , Fuqua Jr. , H. E. (   1995). The Glass Ceiling  be Women Where They Should Be, Education, Vol. 115, p. 380. 2. Jackson, J. C. (2001). Women middle managers perception of the glass ceiling. Women in  concern Review. Vol. 16, Iss. 1, pp. 30  41. 3. Lemons, M. A. , Miller, T. R. (1998). Breaking the Glass Ceiling Lessons from a Management Pioneer. surface-to-air missile Advanced Management Journal, Vol. 63, pp. 4-5.4. Lemons, M. A, Parzinger, M. (2001). Designing Women A Qualitative Study of the Glass Ceiling for Women in Technology, SAM Advanced Management Journal, Vol. 66, p. 4 5. Mitra, A. Breaking the glass ceiling African-American women in management positions, Equal Opportunities International. Vol. 22, Num. 2, Feb. 2003, pp. 67-79. 6. Morrison, A. M. , White, R. P. , Velson, E. V. Breaking the Glass Ceiling Can Women Reach the Top of Americas Largest Corporations? Addison Wesley Publishing Company, 1994. 7. Redwood, Rene. The Findings and Recommendations of the Federal Glass Ceiling Commission. Retri   eved from http//www