Answer:
The women are especially affected by the glass ceiling at work because they face the promotion and pay gap in comparison to the men.
Explanation: organizations can reduce gender discrimination by focusing on
(a) HR policies (i.e., diversity initiatives and family-friendly policies) and closely related organizational structures, processes, and practices.
(b) HR-related decision-making and enactment.
(c) the organizational decision-makers who engage in such actions.
Another means to reduce gender discrimination in HR-related decision-making and enactment is to focus directly on reducing the hostile and benevolent sexist beliefs of organizational decision makers.
Explanation:
Research on sex generalizations proposes that sex inclination is an imperceptible boundary—the alleged biased based impediment—keeping ladies from breaking into the most elevated levels of the board in business associations. Utilizing information from a state-based proficient HR association, we explored this marvel in the field of HR the executives. Expanding on the absence of fit model of sexual orientation segregation and past research, we tried two speculations: that ladies in HR are bound to be gathered in lower-level managerial situations in associations that underline representative contribution (in view of a related accentuation on characteristically ladylike managerial capacities) and that ladies in HR additionally are bound to be amassed in lower-level managerial situations in associations that underscore vital human asset the board (as a result of a related accentuation on characteristically manly attributes).
