This file was prepared for electronic distribution by the inforM staff. Questions or comments should be directed to inform-editor@umail.umd.edu. U.S. DEPARTMENT OF LABOR GLASS CEILING COMMISSION 200 CONSTITUTION AVENUE, N.W. WASHINGTON, DC. 20210 Research Conducted for the Glass Ceiling Commission Research on the following topics has been completed. For more information, please contact the author(s): Successful Initiatives for Breaking the Glass Ceiling to Upward Mobility for Minorities and Women. Catalyst, 250 Park Avenue South, New York, NY 10003-1459 This study outlines common factors necessary for successfully addressing glass ceiling issues. Includes specific case studies as well as summaries of initiatives conducted by over 70 companies in the areas of leadership and career development, succession planning, job rotation, mentoring, accountability, work force diversity, and family friendly programs. Extensive annotated bibliography. Barriers to Workplace Advancement Experienced by Women in Low- Paying Occupations. Sharon L. Harlan and Catherine Waite Berheide. Center for Women in Government, State University at Albany, Draper Hall 302, 135 Western Avenue, Albany, NY 12222 This paper finds that the glass ceiling at executive levels mirrors the barriers at lower levels of the labor market. After defining low-paying jobs and the concept of advancement at that level, the authors examine barriers in the structure of work organizations, in the culture of work organizations, and those external to work organizations. They conclude with a variety of workplace initiatives that have had some success in improving the situation of low-waged women. Extensive references and selected annotated bibliography. An Examination of the Impact of Family-Friendly Policies on the Glass Ceiling. Debra B. Schwartz, Families and Work Institute, 330 South Avenue, New York, NY 10001 This study is a review of relevant research and business literature, a secondary analysis of data from The National Study of the Changing Workforce, and discussions with organizations and corporations. It explores access to family-friendly policies, the outcomes of the policies, and the impact of the use of leaves and flexible work arrangements on career advancement. Finds that various policies positively affect recruitment, productivity, and retention. The question of whether the use of flexible work arrangements may result in a sacrifice of career advancement is unclear. It is clear that family-friendly policies alone will not assist in dismantling the glass ceiling, and may fortify it, until attitudes of supervisors and co-workers, as well as corporate cultures, begin to change. Extensive annotated bibliography. The Impact of the Glass Ceiling and Structural Change on Minorities and Women. Lois B. Shaw, Dell P. Champlin, Heidi I. Hartmann, and Robert M. Spalter-Roth. Institute for Women's Policy Research, 1400 20th Street, NW, Suite 104, Washington, DC 20036 This literature review examines the recent changes in the U.S. economy and how these affect the prospects for white women and minority men and women to enter and advance beyond entry-level positions in management and the professions. The authors explore corporate restructuring and industrial restructuring and find that both problems and opportunities are apparent, although not all of the changes are equally well documented. Extensive annotated bibliography. Race, Ethnic, and Gender Earnings Inequality: The Sources and Consequences of Employment Segregation. Donald Thomaskovic-Devy, Department of Sociology, North Carolina State University, Raleigh, NC 27695-8107 Ethnic and gender earnings inequalities and occupational segregation are produced by a complex array of historical and contemporary forces that allocate people to jobs. This monograph examines both labor supply issues and demand side forces and relates these to glass ceiling barriers. Extensive chapter notes and bibliography. The Glass Ceiling and Persons with Disabilities. David Braddock and Lynn Bachelder, University of Illinois at Chicago, Illinois University Affiliated Program in Developmental Disabilities (M/C 627), 1640 West Roosevelt Road, Chicago, Illinois 60608 This study analyzes the available literature regarding career advancement of persons with disabilities in three areas: 1) employment status and career advancement opportunities; 2) differences in career opportunities between men and women with disabilities as well as between whites and members of racial/ethnic groups with disabilities; and 3) specific behaviors, practices, and attitudes that either cause or prevent persons with disabilities from obtaining leadership and management positions. Comprehensive annotated bibliography. Managing Diversity and Glass Ceiling Initiatives as National Economic Imperatives. Taylor Cox, Jr. and Carol Smolinski, The University of Michigan, Ann Arbor, MI 48109 This monograph examines the implications of managing diversity and glass ceiling initiatives for the economic performance of organizations. It provides conceptual arguments and empirical research data which support the finding that managing diversity can improve cost structures of organizations and increase the quality of human resources. Extensive bibliography. Barriers to Workplace Advancement Experienced by Native Americans. Keith James, Willie Wolf, Chris Lovato, Steve Byers. Colorado State University, Fort Collins, CO 80523 Advancement of Native Americans into managerial and professional positions appears to have halted or reversed between 1980 and 1990. This paper examines a variety of historical, cultural, social, situational, and individual factors that have influenced patterns of Native American economic and occupational success. It focuses on employment patterns for females and males across tribes and within them, excluding Native Alaskans and Inuits. The authors also differentiate between rural and urban Native Americans. Extensive references and bibliography. The following research is being completed. The Glass Ceiling in Different Sectors of the Economy: Differences Between Government, Nonprofit, and For-Profit Organizations. Lynn C. Burbridge, Center for Research on Women, Wellesley College, 106 Central Street, Wellesley, MA 02181-8259 An examination of differences in occupational status and earnings of managers, professional and technical workers by race and sex in the context of a three-sector model of the economy. Barriers to Work Place Advancement Experienced by African- Americans. Ella L.J. Edmondson Bell, Sloan School of Management, Massachusetts Institute of Technology and Stella M. Nkomo, Belk College of Business Administration, University of North Carolina at Charlotte An examination of the status of African-American managers and the barriers to their advancement, with a special focus on the unique barriers faced by African-American women managers. Includes results of authors' research based on survey and interview data collected from a national sample of African-American and White women managers in private sector corporations. Barriers to Work Place Advancement Experienced by White Women Workers. Bette Woody and Carol Weiss, Center for Research on Women, Wellesley College, Wellesley, MA 02181 A literature review and data analysis of the status of White women managers and the barriers to their advancement. Includes original survey results on corporate programs and policies and senior women's perceptions from authors' related research. Barriers to Work Place Advancement Experienced by Asian Americans. Deborah Woo, Institute for the Study of social Change, University of California, 2420 Bowditch Street, Berkeley, CA 94720 A review and analysis of current research regarding the history and status of Asian-American workers and the barriers to their mobility and advancement. Barriers to Work Place Advancement Experienced by Hispanics. Edward Melendez, Mauricio Gaston Institute, University of Massachusetts, Boston, MA 02125 A review and analysis of current research regarding the status of Hispanic workers and the barriers to their mobility and advancement. Impact of Recruitment, Promotion, Selection, and Compensation Policies and Practices on the Glass Ceiling. Roosevelt Thomas and Jeff Porterfield, American Institute for Managing Diversity, Inc. Morehouse College, Atlanta, GA 30314 A review and analysis of current research regarding personnel policies and practices and their impact on the advancement of minorities and women into mid- and upper-management positions. Use of Enforcement Techniques in Eliminating the Glass Ceiling. Jonathan S. Leonard, Walter A. Haas School of Business, University of California, 350 Barrows, Berkeley, CA 94720 Review and analysis of current research and data examining the impact of various federal techniques including litigation, complaint investigations, compliance reviews, corporate management reviews, conciliation, and public education. The Impact of Corporate Restructuring and Downsizing on the Managerial Careers of Minorities and Women: Lessons Learned. Hamlin & Associates Inc., 34 Pilgrim Road, Marblehead, MA 01945 Study of the restructuring and downsizing processes at nine companies to analyze what, if any, effect these actions have had on the advancement opportunities for minorities and women. 4/11/94