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  1. Surveys
  2. 2013
  3. January
  4. G
  5. glass ceiling
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We are MBA students at Illinois State University. We need your assistance in completing a survey regarding WORKING WOMEN'S OPINIONS OF FACTORS HELPING/HINDERING WOMEN'S CHANCES OF CAREER ADVANCEMENT. The survey will help us meet the requirements for our graduate Research Methodology class. Thus, your participation will be critical to the success of our project. The survey items are short and very simple to respond. It should not take you more than 10 minutes to complete the questionnaire.


Your participation in this study is completely voluntary. Also, your responses will be ANONYMOUS and will be kept STRICTLY CONFIDENTIAL.


Please complete the survey by NO LATER THAN MONDAY, NOVEMBER 10.


Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below.
 
 

Please indicate your degree of agreement/disagreement with each of the following questions. Please check a response for each item.
Strongly Disagree Disagree Neither Agree or Disagree Agree Strongly Agree
* I believe women are as capable as men of serving in senior executive positions.Considering just my specific job (not the company I work for), all in all, I am satisfied with my job.
* Overall, I am satisfied with my current employer(i.e., the organization I work for.)
* Considering just my specific job (not the company I work for), all in all, I am satisfied with my job.
* If I were completely free to choose, I would prefer to continue working for my current employer.
* Women and men are respected equally in my organization.
* Sufficient opportunities exist in my organization for women to advance into senior management positions.
* I enjoy working for this organization. 7
* In my organization, women are primarily encouraged to apply for support roles (such as staff positions, administrative services, etc.) rather than for operational, technical, and general management positions.
* I am disappointed that I ever accepted a job at this organization.
* In my organization, competitiveness/assertiveness in women is viewed as a negative trait.
Strongly Disagree Disagree Neither Agree or Disagree Agree Strongly Agree
* Considering just my specific job (not the company I work for), I would not recommend my job to a friend.
* The way my organization operates, a woman could be CEO within the next 10 years.
* I feel a strong sense of loyalty to the organization I work for.
* "Good old boy” networks in my organization limit women’s opportunities for promotions to senior positions.
* I recommend this organization to others as a good place to work.
* In my organization, there are equal career development opportunities for men and women.
* In my company, the number of women penetrating the hierarchy and achieving senior positions is steadily rising.
* I often think of leaving the organization I currently work for.
* My organizationÂ’s structure and practices favor male employees.
* Considering just my specific job (not the company I work for), in general, I like my job.
Strongly Disagree Disagree Neither Agree or Disagree Agree Strongly Agree
* In my organization, anti-discrimination/affirmative-action regulations are viewed as a mandated inconvenience.
* I donÂ’t have a strong personal desire to continue working for my current employer.
* In my company, women have to perform better than their male counterparts to be promoted to the same position.
* Given the choice, I plan to remain with my current employer for many years.
* Considering just my specific job (not the company I work for), I am disappointed I ever accepted this job.
* Management of my organization is committed to anti-discrimination practices.
* If I had the choice, I would leave my current employer as soon as I can.
 
 

* Some people say there is an invisible barrier or a “GLASS CEILING” that hinders or excludes women from advancement to upper management positions. To what extent do you think that such a barrier exists IN TODAY'S AMERICAN BUSINESS WORLD?
To No Extent To a Little Extent To a Moderate Extent To a Great Extent To a Very Great Extent
 
 

* To what extent do you feel a “glass ceiling” exists IN YOUR COMPANY?
To No Extent To a Little Extent To a Moderate Extent To a Great Extent To a Very Great Extent
 
 

* Do you believe pay inequality exists between males and females with the same credentials IN YOUR PLACE OF EMPLOYMENT?
 
Yes, a LARGE pay inequality exists IN FAVOR OF FEMALE employees (i.e., females earn more than males).
 
Yes, a MODERATE pay inequality exists IN FAVOR OF FEMALE employees.
 
Yes, a SMALL pay inequality exixts IN FAVOR OF FEMALE employees.
 
No, THERE IS NO PAY INEQUALITY between male and female employees (i.e., both earn the same).
 
Yes, a SMALL pay inequality exists IN FAVOR OF MALE employees.
 
Yes, a MODERATE pay inequality exixts IN FAVOR OF MALE emplouyees.
 
Yes, LARGE pay inequality exixts IN FAVOR OF MALE employees.
 
 

* In what way (if any) would you say your gender has impacted your chances of receiving (or not receiving) a promotion AT YOUR CURRENT WORKPLACE?
 
Very Negatively
 
Negatively
 
No Impact--Neither Negatively or Positively
 
Positively
 
Very Positively
 
 
Currently, IN YOUR ORGANIZATION, how helpful would you say each of the following factors are in enhancing womenÂ’s career advancement?
Not at All Helpful Slightly Helpful Fairly Helpful Quite Helpful Greatly Helpful
* Advanced education
* Willingness to take business risks
* Specialized training
* Greater breadth/variety of work experiences
* Extensive operational/line experiences (e.g, in operations, manufacturing, or marketing).
* Extensive staff/support experiences (e.g., in human resources, data processing, or public relations)
* Membership in professional organizations
* Having the “right” connections
* Having a proven record of accomplishments
* Being a woman
 

Not at All Helpful Slightly Helpful Fairly Helpful Quite Helpful Greatly Helpful
* Being a younger woman (rather than an older woman)
* Being a single woman (rather than married)
* Being physically attractive (being good looking)
* Expressing interest in high stake, challenging, and visible assignments
* Being entrepreneurial and taking initiatives
* Balancing work-home demands more effectively
* Spending time (e.g., socializing) in the workplace with superiors and influential individuals
* Socializing with superiors and influential individuals outside of the workplace
* Having a cooperative and non-threatening style
* Retaining femininity but performing against stereotypes
 

Not at All Helpful Slightly Helpful Fairly Helpful Quite Helpful Greatly Helpful
* Having a direct and competitive/aggressive style
* Having a senior-level MALE mentor (or sponsor) in the organization
* Having a senior-level FEMALE mentor (or sponsor) in the organization
* Being politically savvy and skillful in building alliances
* Willingness to relocate when required
* Willingness to put your family (or family plans) on the back burner and devoting all your attention to your career
 
 

* During your time AT YOUR CURRENT WORKPLACE, how much time have you taken off work for child bearing, child raising, parental care, or similar family responsibilities?
 
None
 
Less than 2 months
 
2-4 months
 
5-6 months
 
7 months to 1 year
 
More than 1 year
 
 

* If you have taken time off work for such family responsibilities, to what degree do you feel it has harmed your chances of career advancement?
 
None whatsever
 
Slightly
 
Noticeably (but reversible)
 
Quite a bit (seriously/hard to correct)
 
Extremely (lasting/irreparable)
 
Not Applicable (Did not take any time off)
 
 

* Do you have (or have had) a MALE mentor in a senior position AT THE PLACE YOU CURRENTLY WORK?
No Yes
 
 

* Do you have (or have had) a FEMALE mentor in a senior position AT THE PLACE YOU CURRENTLY WORK?
No Yes
 
 

* Is there a corporate mentorship program in place AT YOUR ORGANIZATION?
No I am not sure Yes
 
 

If your company has a mentorship program, to what degree do you feel women benefit from it?
 
Almost None
 
Little
 
Somewhat
 
Noticeably
 
Very Much
 
 
In your opinion, GENERALLY, how much of an obstacle/impediment to womenÂ’s career advancement are each of the following factors? Please use the scale below
Not an Obstacle Minor Obstacle Noticeable Obstacle Significant Obstacle Huge Obstacle
* Corporate structures and practices that favor male employees
* “Good old boy” networks and their grip on powerful/influential positions
* WomenÂ’s lack of sufficient self-confidence and timidity
* Perceptions that women should not be in a position of authority over men
* Lack of equal career development opportunities for women
* Perceptions that women are not sufficiently competitive and ambitious
* Lack of sufficient number of women role models in highest levels of corporate America
* WomenÂ’s lack of enthusiasm in taking on high-stake and challenging assignments
* Having a non-supportive spouse
* Promotion practices that have higher expectations of performance and effort from women, compared to men
 
 

Not an Obstacle Minor Obstacle Noticeable Obstacle Significant Obstacle Huge Obstacle
* Inadequacy of company programs that make it easier for women to balance their work and home responsibilities
* Perceptions that womenÂ’s careers are not as important because they are not the primary family provider
* WomenÂ’s lack of adequate general management and/or line experience
* EmployersÂ’ lack of genuine commitment to equality of genders and advancement of women
* WomenÂ’s lack of political savvy
* Performance appraisal and incentive systems that favor men
* Male domination of senior positions
* Women not being willing to make the sacrifices needed to get and remain in senior positions
* Inhospitable and discouraging corporate cultures that impede womenÂ’s career progress
* Perceptions that women are too indecisive, weak, and irrational to be effective leaders
 
 

Not an Obstacle Minor Obstacle Noticeable Obstacle Significant Obstacle Huge Obstacle
* EmployersÂ’ Lack of genuine commitment to enforcement of anti-discrimination and affirmative-action regulations
* Insufficient organizational resources in support of womenÂ’s causes
* WomenÂ’s reluctance/inability to relocate if the job requires it
* Lack of commitment and enthusiasm of top executives in support of womenÂ’s career development/advancement
* Perceptions that women may eventually leave the workplace to raise a family
* Lack of sufficient encouragement, and training opportunities, for women to gain experience in line functions (e.g, operations, manufacturing, and marketing).
* WomenÂ’s conflicting work and family demands
* Perceptions that women are less interested in challenging assignments/responsibilities
* ManagementÂ’s tendency NOT to assign women to challenging/high visibility projects.
* Having to take time off to deal with routine family responsibilities (e.g., visiting kidsÂ’ schools, caring for sick kids)
Not an Obstacle Minor Obstacle Noticeable Obstacle Significant Obstacle Huge Obstacle
* Perceptions that aggressive women are ‘pushy’
* Perceptions that men make better managers than women
* Career interruptions for child bearing, child raising, and similar family responsibilities
* Male managersÂ’ tendency to be intimidated/threatened by women leaders/superiors
* Male employeesÂ’ discomfort with having female managers/superiors
* WomenÂ’s lack of ambition, in comparison to men
* Perceptions that women are emotionally/intellectually unsuitable for management positions
 
 
 
* Approximately what percent of executive positions in your organization are occupied by women? Please write the number in the box.
   
 
 

* How many YEARS have you worked for your CURRENT EMPLOYER?
 
 

* How many TOTAL YEARS of work experience have you had?
 
 

* Please indicate the industry in which you are currently employed:
 
 
In your opinion, HOW HELPFUL IN GENERAL would each of the following organizational practices be in developing and advancing women's careers?
Not at All Helpful Slightfly Helpful Fairly Helpful Quite Helpful Greatly Helpful
* Development of mentorship programs offered to women
* Focusing special company recruiting practices to seek out qualified women for high-level positions
* Developing "Fast Track" managerial programs that identify and develop high potential women
* Encouraging women to participate in out-of-office social activities
* Creation of career development support groups and networks for women
* Offering programs that help women balance their work and family obligations
* Implementation of onsite childcare
* Offering parental leave programs
* Offering flexi-time(flexible hours) work schedules
* Flexible workweek(flexible days) schedules
 
 

Not at All Helpful Slightly Helpful Fairly Helpful Quite Helpful Greatly Helpful
* Having a sufficient number of women role models in the highest levels of the organization
* Strengthening commitment to anti-discrimination and affirmative action guidelines
* Encouraging women and increasing opportunities for them to gain a combination of line and staff experiences
* Encouraging and helping women to broaden their professional experiences(their general management experiences)
* Increasing opportunities for women to spend time and work in corporate headquarters
* Increasing opportunities for women to assist and/or work with influential executives
* Encouraging women and increasing opportunities for them to serve on high visibility assignments/projects
* Establishing managerial accountability for development and advancement of women
 
 

* Please select what age range you are in:
 
 

* Please indicate your current marital status:
 
Currently single, with no young children living at home
 
Currently single, with one or more young children living at home
 
Currently married, with no young children living at home
 
Currently married, with one or more young children living at hom
 
 

* Please select the highest level of formal education you have completed:
 
 

* Please indicate which of the following best describes your current position:
 
 

* Please indicate which of the following best describes your organization's size.
 
100 or fewer employees
 
101 - 500 employees
 
501 - 1,000 employees
 
1,001 - 5,000 employees
 
5,001 - 10,000 employees
 
More than 10,000 employees
 
Please contact [email protected] or click here if you have any questions regarding this survey.
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