This chapter intends to explore the factors which contributes to glass-ceiling phenomenon through the empirical survey and compare the affirmative actions implemented by Asian nations to address the concerns related to glass ceiling.
Author
Siddharth Kanojia, Assistant Professor, Jindal School of Banking & Finance, O.P. Jindal Global University, Sonipat, Haryana, India.
Summary
The glass ceiling is a metaphorical concept which represents the invisible barriers and biases that limit the advancement and upward mobility of individuals, particularly women and other underrepresented groups, in their careers. It alludes to the cultural and institutional barriers that keep capable individuals from rising to the top of leadership roles or realising their full potential inside the organisations. Taking cognizance of this matter, various nations around the globe have legislated and recommended gender-based quotas in corporate leadership which inevitably intends to ensure the appointment of women in leadership positions of renowned companies.
Accordingly, this chapter intends to explore the factors which contributes to glass-ceiling phenomenon through the empirical survey and compare the affirmative actions implemented by Asian nations to address the concerns related to glass ceiling. The chapter will also analyse the efficacy of the approaches adopted by China and India in ensuring gender diversity in the boardroom and executive designations.
Published in: Cases on Uncovering Corporate Governance Challenges in Asian Markets
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