I hope this has helped in your search for your suspended ceilings.
Michelle, Charles, and Jose were all victims of the plexiglass ceiling. The discriminatory practices designed to keep them from obtaining leadership positions were visible-not transparent as is usually the case with glass ceilings. For minorities, there has never really been a ceiling of glass-always plexiglass. Minorities have always recognized the discriminatory practices used to block advancements. Past court cases such as Plessy v. Ferguson and Brown v. Board of Education showed clear discriminatory practices were used to block the advancement of minorities. By allowing activities and behaviors that facilitate the continued existence of the glass and plexiglass ceilings, organizations nurture feelings of worthlessness and other inadequacies in the victims. In many cases, the victims of the plexiglass ceiling cease applying for leadership positions. The lack of minority applications is then used by organizations to explain the lack of diversity in organizational leadership roles.
Charles, a minority logistics employee for the Navy, applied for a leadership position and was chosen as a finalist to take part in an interview process that would be used to select the new leader. Charles completed the interview process but was not chosen for the position. One of the other finalists, a white woman who also was not chosen, revealed that all of the white finalists, including the winner, were given a \"mock\" interview before the real interview (i.e., were allowed to hear the interview questions beforehand and practice their responses). Charles saw the plexiglass ceiling, but saw no viable way around it.
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