research shows that, regardless of the intra-firm changes, "extra-organizational pressures will likely contribute to continued gender stratification as firms upgrade, leading to the potential masculinization of skilled high-tech work". The United Nations asserts that "progress in bringing women into leadership and decision making positions around the world remains far too slow". Potential remedies Research by David Matsa and Amalia Miller suggests that a remedy to the glass ceiling could be increasing the number of women on corporate boards, which could lead to increases in the number of women working in top management positions. The same research suggests that this could also result in a "feedback cycle in which the presence of more female managers increases the qualified pool of potential female board members (for the companies they manage, as well as other companies), leading to greater female board membership and then further increases in female executives". Weight-based sexism A 2009 study found that being overweight harms women's career advancement, but presents no barrier for men. Overweight women were significantly underrepresented among company bosses, making up between five and 22% of female CEOs. However, the proportion of overweight male CEOs was between 45% and 61%, over-representing overweight men. On the other hand, approximately five percent of CEOs were obese among both genders. The author of the study stated that the results suggest that "the 'glass ceiling effect' on women's advancement may reflect not only general negative stereotypes about the competencies of women but also weight bias that results in the application of stricter appearance standards to women." Transgender discrimination Transgender people also experience significant workplace discrimination and harassment. Unlike sex-based discrimination, refusing to hire (or firing) a worker for their gender identity or expression is not explicitly illegal in most U.S. states. In June 2020, the United States Supreme Court ruled that federal civil rights law protects gay, lesbian and transgender workers. Writing for the majority, Justice Neil Gorsuch wrote: "An employer who fires an individual for being homosexual or transgender fires that person for traits or actions it would not have questioned in members of a different sex. Sex plays a necessary and undisguisable role in the decision, exactly what Title VII forbids." The ruling however did not protect LGBT employees from being fired based on their sexual orientation or gender identity in businesses of 15 workers or less. In August 1995, Kimberly Nixon filed a complaint with the British