Open AccessA Crack in The Glass Ceiling: A Study on Promotion Bias to Top-Level Management Positions in Tacloban Academes
Author(s) -
Michael Earl B. Castroverde
Publication year - 2018
Publication title -
intermestic
Language(s) - English
Resource type - Journals
ISSN - 2503-443X
DOI - 10.24198/intermestic.v3n1.2
Subject(s) - glass ceiling , diversity (politics) , workforce diversity , promotion (chess) , workforce , ceiling (cloud) , diversity management , gender diversity , inequality , demographic economics , psychology , geography , sociology , political science , management , economic growth , mathematics , economics , mathematical analysis , corporate governance , politics , meteorology , anthropology , law
This research sought to determine whether the “glass ceiling†still existed in one of the major working environments in Eastern Visayas, Tacloban City; as well as to gain insights on one of its causes—ineffective Workforce Diversity Management. Semi-structured interviews were used to gather data with the Measures of Central Tendency used to ascertain its existence within a 10-year period in terms of (1) pay inequities between men and women and (2) frequency of women top-level managers. The research findings show that 1 out of 3 top-level managers in educational institutions in Tacloban, were women; with which 90% were positioned in lower-paying schools. The results suggest that this gender employment discrimination stems from the organizations’ approach to diversity. Of the four approaches, the most practiced were ignoring diversity and begin the process of dealing with diversity.