ABSTRACT
Recently metaphors have joined the glass ceiling in describing barriers to the full participation of women and minorities in the workplace". "Glass walls" have come to describe occupational segregation, which results in the propensity for women and minorities to be more heavily concentrated in particular kinds of jobs, usually ones that enjoy little power or prestige. Because, by definition, the glass ceiling is invisible, it is not always easy to identify. However, research has been able to identify some aspects of organizational culture, attitudes, and stereotypes that have the effect of deterring the vertical progress of women and minorities. It was acknowledged that minorities also may face elusive barriers in advancement as well. Often it is said that a glass ceiling exists when women and minorities can see the top of a career ladder, but bump their heads against an invisible obstacle when they try to climb it.
