Two Wall Street Journal reporters first used the concept “Glass Ceiling” in 1986. Created to describe the invisible and artificial barriers that impeded women from advancing to senior leadership positions within organizations. Since then, the figure of speech the glass ceiling has also come to be applied to the advancement of minorities, deaf, blind, disabled, and sexual minorities. There is no doubt that ceilings and walls exist throughout most workplaces for minorities and women. These barriers limit the development and mobility opportunities of men and women of diverse racial and ethnic backgrounds.

In this research the discussion will cover that given advances in the last ten years, have minority women shattered the glass ceiling? If there has been any studies done within the last two years, and, if so what did the data show. What profession shows the best results in eliminating the glass ceiling? What strategies were used in successful career fields? And are the strategies being shared? What is the future for women in the United States in professional fields?

The suggestion of this inequality is important to all women at every level across the spectrum of job levels.

The report focused attention on barriers to the advancement of minorities and women and promotes work force diversity by Building public awareness of the specific behaviors, practices, and attitudes that either cause or prevent advancement by minorities and women to leadership and management positions; recommending concrete policies for improving and expanding employment opportunities for minorities and women; and encouraging leadership by businesses and organizations to develop, communicate, and execute an agenda that promotes equal employment opportunity and encourages work forces diversity and cultural change.

1. If there is not a glass ceiling, there certainly is a point beyond which minorities and women have not advanced in some companies.

5. Placement patterns were consistent with research data.

In 1987, DOL published a report, Workforce 2000, that brought dramatic attention to changes taking place in our economy and in the composition of our workforce. Significant among these was the increased importance of minorities and women to the competitive status of the American economy. Since the publication of Workforce 2000, ample evidence has been gathered to show that minorities and women have made significant gains in entering the workforce. But there is also significant evidence that documents a shortage of minorities and women at management levels.

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