Contrarily, what prevents these people from achieving success is the way the white male dominated corporate world perceives them. Perceptions, not policies, are the glass in the glass ceiling. These perceptions are not concrete objects that one can measure. However, perceptions, or attitudes, are concretized in people s actions and behaviors. It is the attitudes of corporate managers and decision-makers that prevent minorities from climbing to the top rungs of the corporate ladder.
Perceptions are what people believe and translate their beliefs into behaviors, attitudes and bias.
Many judgments on hiring and promotion are made on the basis of a look, the shape of a body, or the color of skin. To remedy the problem of minority discrimination in the workplace the Federal Glass Commission recommended that employers recruit from minority rich areas and place the minorities they recruit on job tracks that will lead them to managerial and decision making positions. The committee also recognized that minorities are often left out of decision making meeting that take place after the offices are closed. The committee recommended that these after hour meeting that take place at bars, hunting clubs, or on the golf course change so they include non-white male employees. The commission also suggested that companies set quotas for employing minorities in certain positions and hold managers accountable for meeting these quotas.