Gender Wage Gap There are many different types of bias within the working environment. At times, one had to be a white-male to be a manger in many organizations. The wage-gender gap, or the discrepancies between equally qualified men and women, has diminished in many career paths, but still exists. The "glass ceiling" clearly remains a powerful force within the workplace. Qualified women are blocked from upper-level managerial positions, but their absence at the very top skews the curve when they are clustered in the middle. It seems that it takes about 30% penetration of women managers to begin to more rapidly move the distribution effect, suggesting that now; women remain concentrated in workplace settings with lower wages -- in almost every industry (Cohen and Huffman, 2007, 699).

Ernst and Young, a major accounting firm, realizes that it is in their best interest to find new and innovative ways to break the glass ceiling, to provide more gender neutral opportunities, and to allow for flexible scheduling that might fit a working parent's needs, as well as a benefit to a new generation of client needs.

1 - Breaking the glass ceiling is significant for Ernst and Young because of the changing demographic and...

In order to find and retain top talent, the company realizes that it must find more innovative ways to round out its pool of experts with new ways of viewing schedules, client meetings and telecommuting. This is particularly true in the new global environment, where talent may not be geographically convenient, but can be applied to special business considerations in a cost-effective manner. Additionally, in the 21st century paradigm, management needs to find and develop high potential talent so that the company can compete aggressively in the global environment. By opening up the hiring universe to women and minorities, as well as people who need non-traditional schedules, Ernst and Young has a greater opportunity for a broader base of talent.
2. Ernst and Young takes an innovative approach to defining roles for specific individuals and specific clients that best meet both needs. It asks its partners and clients to help identify skills and roles so that it can place the right employee with the right client; the company offers fare more robust training and mentorship programs designed to use experience to help others; the firm is open to flexibility in hours or days as long…