A Question of Equity: Women and the Glass Ceiling in the Federal Government. A Special Study. A Report to the President and the Congress of the United States.

Institution	Merit Systems Protection Board, Washington, DC.
Titel	A Question of Equity: Women and the Glass Ceiling in the Federal Government. A Special Study. A Report to the President and the Congress of the United States.
Quelle	(1992), (65 Seiten) PDF als Volltext kostenfreie Datei Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Monographie
Schlagwörter	Adult Education; Adults; Career Change; Career Development; Employed Women; Employment Opportunities; Equal Opportunities (Jobs); Federal Government; Government Employees; Job Performance; Occupational Mobility; Personnel Evaluation; Promotion (Occupational); Sex Discrimination; Sex Fairness; Sex Stereotypes + Suchen Sie Ihr Suchwort? Adult; Adults; Education; Adult basic education; Adult training; Erwachsenenbildung; Career changes; Berufswechsel; Berufsentwicklung; 'Female employment; Women''s employment'; Frauenbeschäftigung; Berufschance; Beschäftigungschance; Equal opportunity; Equal opportunities; Job; Jobs; Chancengleichheit; Beruf; Bundesregierung; Work performance; Arbeitsleistung; Berufliche Mobilität; Personalbeurteilung; Aufstiegsberuf; Berufsförderung; Sex; Discrimination; Geschlecht; Diskriminierung; Sexualaufklärung
Abstract	An investigation of the process for career progression in the federal white-collar work force examined the nature and extent of any barriers women may confront in that process. It included data from three sources: U.S. Office of Personnel Management's Central Personnel Data File; 19 focus groups with 144 senior level and senior executive men and women; and a government-wide survey mailed to a sample of 13,000 employees (8,408 returns). Findings indicated that women confronted inequitable barriers to advancement in their federal careers. Barriers took the form of subtle assumptions, attitudes, and stereotypes that affected how managers sometimes viewed women's potential for advancement. Women were not promoted at a lower rate than men at the GS/GM 13 level and above, but rather faced obstacles to advancement at lower levels. Women received performance appraisals that were as good as or better than men's, and women expressed just as much commitment to their jobs and career advancement, although women were often perceived to be less committed. A significant minority of women believed they were confronted by stereotypes that cast doubts on their competence. Minority women appeared to face a double disadvantage. Recommended actions included a reaffirmation of the government's commitment to equal opportunity and opportunities for women to increase their competitiveness and demonstrate their abilities. (The survey and two data tables are appended.) (YLB)
Erfasst von	ERIC (Education Resources Information Center), Washington, DC