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.
Scholars, in past studies, have found that glass ceiling victimization correlates with gender (i.e., women, rather than men, face glass ceilings in their professions). While some researchers have not revealed findings supporting the notion that minority men experience the glass ceiling, other researchers concluded glass ceilings do affect minority males. A UCLA study found that women and minorities hold less than 5% of the managerial positions in the 1000 largest companies in the USA. The Department of Labor conducted a study which concluded that middle and senior level management positions in nearly 100 of the largest companies in the USA still reflect a shortfall of women and minorities. According to the Department of Labor, many companies persist with discriminatory practices. Discriminatory practices, however, are not limited to companies. Some women and minority men who work for the federal government also experience the effects of the glass/plexiglass ceiling.
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