Work Women Gender Based Practices Eslpod Unfair Glass Leadership

Unfair gender-based work practices are not officially "condoned" (accepted and allowed), but they are "commonplace" (found in many places; not unusual). For example, many companies have not only a glass ceiling, but also a "glass cliff," which is a "phenomenon" (something that one can observe) in which women are most often promoted to leadership roles during periods of "crisis" (severe problems). For example, a woman might be "appointed" (named to a particular position) as the "CEO" (Chief Executive Office; highest-level manager) of a company that is experiencing a "downturn" (a period of time when there are many problems that are getting worse), which makes her less likely to succeed in her new role.

Many women are said to be on the "mommy track" if they "prioritize" (make more important) motherhood over their career. For example, they might decide not to "pursue" (try to get) or accept promotions or raises because they want to have extra time to spend with their children. These women might also request a "flexible schedule" (the ability to change which hours one works), a "telecommuting arrangement" (arrangements to work from home, not from the office), or "part-time hours" (less than 40 hours per week), but these arrangements rarely lead to professional advancement.

These gender-based work practices are not limited to the "private sector" (for-profit businesses). When these things happen in a religious institution, they are referred to as a "stained-glass ceiling." (A "stained-glass window" is a window with many pieces of colored glass pieced together to create an image, often found in Christian churches.) The stained-glass ceiling prevents many women from filling leadership positions in a religious community, due to either "tradition" (how things have always been done) or "prohibition" (something not being allowed; something against the rules).