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                      BREAKING THE GLASS CEILING

"If the American work force as a whole is to enjoy a high standard
of living in the future, and if America is to be competitive in the world
economy, government must stand ready to encourage the private sector
as a whole to treat its work force as its most precious asset."

ROBERT B. REICH
Secretary
U.S. Department of Labor
and 1992-1995 Chairperson
Glass Ceiling Commission


What is the Glass Ceiling?

"Glass Ceiling" is the phrase used to describe the artificial barriers,
based on attitudinal or organizational bias, that prevent qualified 
individuals from advancing within  their organization and reaching their full
potential.

What is the Glass Ceiling Commission?

The Commission was created as part of the Civil Rights Act of 1991. The 21-
member Commission is chaired by the Secretary of Labor and is made up of
elected officials and representatives from a variety of professions and
businesses. each Commissioner is appointed by the President
or a Congressional leader. The Commission is required to make a
report on its findings and recommendations to the President
and the U. S. Congress. The Commission is schedules to complete its
work by November 22, 1995.

How will the Glass Ceiling commission conduct its work?

The Commission will study barriers to advancement for minorities and women
through reserach, communications, and public hearings. Based in its findings,
the Commission will make recommendations in a report to the President and
the U. S. Congress.

What are the Commission's goals?

The Commission's report will focus attention on barriers to the advancement of 
minorities and women and promote work force diversity by:

	* Building public awareness of the specific behaviors, practices, and
	attitudes that either cause or prevent advancement by minorities and
	women to leadership and management positions;

	* Recommending concrete policies for improving and expanding
	employment opportunities for minorities and women;

	* Encouraging leadership by businesses and organizations to 
	develop, communicate, and execute an agenda that promotes equal
	employment opportunity and encourages work forces diversity
	and cultural change.

What can be considered Glass Ceiling barriers?

	* Lack of management commitment to establish systems, policies, and
	practices for achieving workplace diversity and upward
	mobility;

	* Pay inequities for work of equal or comparable value;

	* Sex, race, and ethnic-based stereotyping and harassment;

	* Lack of family-friendly workplace policies;

	* "Parent-track policies;

	* Limited opportunities for advancement to desionmaking positions;

Such barriers prevent minorities and women from reaching positions where
they can even see a glass ceiling.

What is the Frances Perkins-Elizabeth Hanford Dole Award?

This National award is presented annually to recognize the business that
demonstrates substantial effort and achievement to promote opportunities
and development for minorities and women, eliminates artificial barriers,
and fosters advancement to management and decisionmaking positions. For
criteria and additional information, write to:

	Office of the Secretary
	Glass Ceiling Commission
	U.S. Department of Labor
	200 Constitution Avenue, N.W.
	Washington, D.C. 20210

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Joyce D. Miller, Executive Director