Whenever there is a chance for a women to grow, she is either sidetracked by old beliefs that she would not be capable enough to face challenges that are associated with a position and hence there is a big glass ceiling that exists through which she can always see her bright future but cannot reach there. This particular belief is affirmed by Warning and Buchanan (2009) who says that women represents almost 50% of the total work force, but their share of management positions across the world remains relatively low (Ismail and Ibrahim, 2008).
These ceilings are created by old adamant beliefs that formed a false social structure and unfortunately today it is being followed by large corporations worldwide. It is not clearly visible, but it is present in minute details of company code of conduct or policies which are hardly noticed. Gender discrimination plays a contributing role in recruitment and promotion strategies and some corporate also show negative attitudes towards women. In many countries, even today, male dominates all external affairs and women are being handed over the responsibility of house and children.
Women-only careers are a novel idea which represents growth prospects only for women. In fact it is very much possible for an organization to develop such careers because there are positions which can be best handled by women. As much as it is possible and easy to develop such career programs, it is as difficult to enforce it when the decisive authorities are male dominated and even a minor influence of ‘glass ceiling’ thoughts can derail the entire effort towards such an initiative. Thus, along with the development of such programs, it is equally or more important to enforce its implementation if some kind of success is desired to be achieved through these programs.
The thought process of ‘glass ceiling’ is existing in the corporate world and it has been seeing its rise wherever there is an intention and an opportunity to display it, but women-only career programs is a challenge against the existence of such thought process. These programs give ample opportunity to all women, especially those who have been the victim of glass ceiling, but its implementation and adherence by the male counterparts is also a dire necessity in an organization where decisions are often taken by the management which is mostly male dominated. Such programs are a good start for women to have enough room to show their competence and once proven to be at par or exceeds male capabilities in leadership position, employing them even in the absence of women-only programs could be a reality.