the willingness of many young women to postpone marriage and child-bearing." (Comer, et.al, 1997)While women continue to make progressive strides toward equality, few have risen to the highest positions-leading companies to the new millenium (Andorka, 1998). Fortunately, women can now demand equal treatment in their respective organizations as a result of the aforementioned changes in history. Many companies have policies in places that require equality at work and punishment for those who do not adhere to such policies. There is a vast amount of evidence that women tend to occupy less powerful, lower paid, and lower status organizational positions than men. These divisions not only occur vertically, but on a horizontal scale as well. Women who seek to enter management level positions fight against stereotypes, discrimination, and myths, not to mention the fight to balance work and family. They have also been overwhelmed by unfamiliar products, skeptical clients or customers, guy talk, a scarcity of female associates and little or no empathy (Comer, et.al., 1997). Sheila Wellington, President of Catalyst, a non-profit organization for the advancement of women to corporate and professional leadership, said in a speech on October 23, 1996 to the Economic Club of Detroit in Detroit Michigan:"Let me be clear, I believe that most obstacles to women's advancement to the top are not intentional, they are a result of unexamined assumptions about women's career interests and of policies and practices that have existed unquestioned over time in the corporate culture. With real commitment to change, the situation is remediable." (Wellington, 1996)Perhaps, the "glass ceiling" that women are under is not the intent of their male counterparts. I believe that it is the socialization of men and women in our society that has lead to this imbalance in the work force. But, somewhere along the line, men have to realize and acknowledge the socialization the...
