The “double‐glazed glass ceiling” in Australian
libraries

Simon, Jane

doi:10.1108/09649429510102125

Cited by 10 publications

(6 citation statements)

References 14 publications

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“…According to Simon (1996) writing about women in Australian libraries, there appears to be a 'double-glazed glass ceiling'. In her opinion, There is no single layer of glass metaphorically speaking, but many layers and at different stages of career progression.…”

Section: Introductionmentioning

confidence: 99%

Glass ceiling issues in the UK library profession

Jones

Oppenheim

2002

Journal of Librarianship and Information Science

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Reports results of a study to determine whether the UK library profession suffers from so-called 'intraoccupational sex segregation' whereby men dominate the senior positions within the profession's institutions. Particular attention is paid to the so-called 'glass ceiling' whereby women find a barrier to promotion when they reach their forties but who have up until then enjoyed a reasonably successful career. The perceived barriers are considered, including: lack of academic qualifications; salary differences; geographical mobility; domestic responsibilities; lack of female role models; the need for mentors; and lack of ambition. A questionnaire survey was undertaken involving randomly chosen members of the Library Association using electronic mail and post with telephone interviews conducted with some of the respondents used to complement the questionnaire and to expand on issues arising. Results indicated that glass ceiling issues in libraries are still concerns for many women in the profession. The lack of qualifications do not seem to pose a barrier to promotion and the main barrier appears to be due to domestic responsibilities, particularly taking a career break to bring up children. Concludes that, for many women, the glass ceiling is imposed by themselves. It is often their choice to take a career break or to move to a new location for the sake of their husband's or partner's job, and it is their choice to put the needs of their family first before their own career ambitions. For many of the older women in the sample, the choice they had to make was between having children and having a career.

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Section: Introductionmentioning

confidence: 99%

Glass ceiling issues in the UK library profession

Jones

Oppenheim

2002

Journal of Librarianship and Information Science

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“…The study mentioned above by Jones and Oppenheim (2002) did also look at whether respondents found any evidence of gender stereotyping in their workplace, but this seemed to have far less effect than childrearing and moving geographical location. This contrasts with the work of Simon (1996), who found both gender stereotyping and the specific characteristics of women worked together to limit their careers. Perhaps this suggests that the double-glazed glass ceiling has reduced to a single-glazed glass ceiling over this period?…”

Section: A Closer Examination Ofcontrasting

confidence: 58%

Gender ratios in library management (‘directorship’) roles in New Zealand public and tertiary libraries

Shute¹

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<p>Research problem: This study looked at the percentage of female managers in charge of library systems within New Zealand between 1980 and 2013 to see if their gender balance matched the wider library workforce (which has upwards of 80% female staff). Methodology: Directories of public libraries were examined and the gender of each library manager was noted. Results: The overall figure for library managers was found to be around 80%, with a slight improvement over the period examined. However, when public libraries were divided by size, the results for the 1980s showed that large libraries had fewer female managers than the overall library workforce, while small libraries had a larger percentage. This difference was shown to decrease over the period studied, until both large and small libraries had around 80% female staff. A similar result was shown in preliminary data sourced from New South Wales (Australia), which suggested that this trend also occurs overseas. The New Zealand data also considered tertiary institutions. At the beginning of the study, only one out of six university library systems was managed by a woman, while in the most recent year seven out of ten managers were female. In contrast, there was found to be a high percentage of female managers in charge of polytechs over this same time. Implications: These results suggest that a gender bias existed within some sectors of librarianship (within large public libraries and university libraries) at the beginning of the study period, but that this bias has largely disappeared in recent years.</p>

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“…Çalışanların üst yönetim pozisyonlarına terfisinde ya da önemli işleri hangi çalışanın yapacağında dair karar verilirken, adayın söz konusu pozisyon veya iş için uygun olup olmadığına dair kişisel tahminler yürütülebilmekte (Powell, Butterfield, 1994;70) ve bu esnada adayların cinsiyetine dayalı varsayımlar geliştirilebilmektedir (McCracken, 2006;58-70 (Schwartz, 2001;117), erkeklere göre verimsiz çalıştıklarına inanan; sonuçta yapılan işin nasıl yapılacağına göre değil, kim tarafından yapılacağına göre değerlendir mede bulunan (Simon, 1995;22) yöneticiler artmaktadır. Bir yandan aileleri ile kariyerler ini dengeleme esnekliğine sahip olmak isteyen kadınlar örgüte yeterince bağlanamama k la suçlanmakta; diğer yandan kariyer odaklı kadınlar özellikle işlerini erkekler gibi saldırgan ve rekabetçi şekilde yürüttüklerinde "sinir bozucu" ve "kadınlıktan çıkmış" olarak adlandırılmaktadırlar (Schwartz, 2001;118).…”

Section: Cam Tavan Ve çAlışanların Yöneticileriyle Etkileşiminde Yöneunclassified