Women often experience male dominated barriers when they seek to rise to the top of organization ranks. Despite the moves that have been made for equal opportunity employment, men and women that start in the same job often are not paid equally, and do not advance at the same rate. In a male dominated business world, the women are seen as weaker, less intelligent, passive, fragile, with a lack of commitment to their career often because of family obligations. Managers often form alliances with those that tend to have the same background and lifestyle as themselves, since women are seen as different they cannot bond with those upper level managers and often get overlooked when new management positions are open. (Maume p.483) The glass-ceiling is the lack of mobility for women in careers, due to prejudices against women"s ability to perform as well as men. Title II of the Civil Rights Act of 1991, known as the Glass Ceiling act, established the glass ceiling commission to study and make recommendations about eliminating the barriers and to create opportunities to advance women and minorities. (Gibelman p.400) If men hold the higher positions, choosing who is most suitable for promotion it is likely that women will remain in the minority with power positions. Women often move into male jobs either because market conditions force employees to reach down into the labor queue to hire women or because men reevaluate and then vacate jobs. (Maume p.483) Traditionally women are offer less opportunity for training than males, if women are not getting equal education for a company then it cannot simply be gender that may later cause poor performance in a higher management position. . Training is often expensive, since companies as a whole feel that women are more concerned with family priorities they offer it to those they believe will stay the longest and in their (male) minds be most attentive, the men.