Glass Ceiling

What is the Glass Ceiling?

The glass ceiling is a metaphor for unseen, systemic obstacles that prevent certain groups from rising beyond a particular organisational tier. Though individuals may excel, promotion paths abruptly narrow, keeping them out of executive suites.

Origins & Evolution

• Coined in the 1980s by corporate trainers, the term highlighted gender disparities at senior levels.
  
  
• Over time, it’s expanded to include race, ethnicity, disability, and other under-represented groups.
  

Examples in Modern Workplaces

• Unequal promotion rates: High attrition in mid-management among women.
  
  
• Leadership homogeneity: Executive teams lacking diversity.
  
  
• Pay gaps: Supervisors earning more than frontline staff, even with similar qualifications.
  

Strategies to Break the Glass Ceiling

• Bias audits: Review promotion and hiring data for hidden patterns.
  
  
• Sponsorship programs: Senior leaders advocate for high-potential candidates.
  
  
• Transparent criteria: Publish clear competencies and performance metrics needed for advancement.
  
  
• Inclusive leadership training: Equip managers to recognise and mitigate their biases.
  

Frequently Asked Questions (FAQs)

Q. Is the glass ceiling still a problem?

A. Yes—progress has been made, but senior leadership remains less diverse than entry-level teams.

Q. How can individuals navigate it?

A. Seek mentors, build cross-functional networks, and document achievements to bolster promotion cases.

Q. What role do allies play?

A. Allies amplify under-represented voices and push for structural change in policies and culture.