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Summary: What is the glass ceiling? Here we explain what the glass ceiling is and how it impacts on career progression.
Glass Ceiling
The glass ceiling is a metaphor for a barrier a specific social group might face to advance in a hierarchy, such as a business structure. American management consultant Marilyn coined the term in 1978 and originally referred to the systematic preferences businesses appeared to have for hiring men over women for top leadership roles.
This metaphor describes a barrier that, although real, is often looked past or ignored. Following the creation of the US Department of Labor’s 1991-1996 Glass Ceiling Commission, the term was broadened from referring to only women to include minority groups.
- The term “glass ceiling” suggests a form of discrimination in hiring and promoting workers rather than basing these employment practices on merit alone.
While some critics argue that discrimination is intentional and systematic, others believe that differences in hiring statistics may represent interests or skill sets particular to some groups.
Statistics can indicate imbalances in hiring across all industries or in specific sectors and suggest that some groups may be marginalized or oppressed.
- For example, women made up 46.9% of the total employed people in the US in 2023.
However, only 30.6% of chief executive positions were held by women.
- Similarly, Black or African American people made up 12.8% of employed people.
Yet, they only represented 6.1% of people employed in architecture and engineering occupations.
These statistics may indicate systematic discrimination in hiring or even educational opportunities that could be considered glass ceilings for these groups.
Impact of the Glass Ceiling
Glass ceilings block certain kinds of people from attaining employment in certain occupations or keep them from being promoted and climbing the corporate ladder. They can restrict people from advancing their careers, contributing to specific industries, and attaining high compensation levels commensurate with their skills and experience.
On an individual level, people who feel they’re being systematically discriminated against because of their sex or because they belong to a minority group can become highly demotivated. They see inequality and unfairness, they don’t see their groups being represented, and they feel marginalized. This can promote feelings of resentment, anger, and frustration.
When enough individuals feel they’re being systematically discriminated against, it can lead to widespread discontent and societal problems. Entire groups of people may feel marginalized and may choose to react in different ways. They might protest, demand justice, and stand up for their rights; they may feel disempowered and helpless, or they might lash out through violence, criminality, or other anti-social behavior.
The same things may happen in organizations, though on a smaller scale. Workers who feel they’re being unfairly kept from advancement can lose motivation or even leave their employers. Glass ceilings can also limit diversity in employment in whole industries or important leadership roles. By limiting diversity, organizations may lose out on the value of multiple perspectives and varied experiences.
Strategies to Overcome the Glass Ceiling
Glass ceilings can hold back people of certain groups and create imbalance within organizations and society. There are, however, several strategies to help overcome the glass ceiling problem, including:
- Individual actions and empowerment
Individuals can overcome glass ceilings through efforts that help them become top candidates who cannot be overlooked. They can build networks to gain support and mentor one another to give advice and direction to help others of the same sex or minority group succeed.
- Organizational policies
Within organizations, leadership can let all employees know that discrimination in hiring, promotions, and other employment practices will not be tolerated. Many organizations choose to create EEO or equal employment opportunity policies and carefully monitor and enforce them to guard against unfair practices.
- Initiatives
Many organizations introduce programs to enhance fairness in hiring by recognizing the value of diversity and inclusion. In some instances, organizations take affirmative action, meaning that when candidates are equal in merit, preference may be given to hiring from an underrepresented minority group. - Monitoring
Anti-discrimination laws protect people from discrimination in hiring and employment in many countries around the world. Increased enforcement of these laws and effective systems for reporting violations can help end workplace discrimination.
Glass Ceiling Success Stories
In 2008, Barack Obama became the first black president of the United States, shattering a glass ceiling that was based on race (black people had even been systematically denied the right to vote in many states until 1915). Kamala Harris shattered another glass ceiling when she was sworn in as the first female vice president of the US in 2021. In business, Anna Bissell was the first CEO in the US when, in 1889, she took over the Bissell vacuum cleaner company.
Breaking the Glass Ceiling
Glass ceilings are seemingly invisible barriers that keep women or minority groups from advancing to top positions in organizations. They’re based on discriminatory hiring and promotion practices. However, by promoting diversity and inclusion within organizations and through individual effort, these glass ceilings can be effectively shattered.
FAQ
If systematic discrimination in hiring for top leadership positions exists, it can limit diversity in roles where people hold power and decision-making authority. Glass ceilings can concentrate power in the hands of a limited group that may not represent the interests of all stakeholders equally. Likewise, glass ceilings limit diversity in top roles, and that can limit the value organizations could gain from welcoming varied perspectives, knowledge, and experiences.
Organizations can create policies against unfair, discriminatory employment practices like hiring and promotions. By recognizing and promoting the value of diversity and inclusion and by carefully monitoring these practices, they can help dismantle these barriers and promote fairness.
