The glass ceiling is a metaphor used to describe the invisible, yet real barrier that exists that keeps women and other minorities from rising to the top ranks in their workplace. Despite the progress made over the last few decades, the glass ceiling is still a reality for many women and minorities.
The problem
There are a number of factors that contribute to the glass ceiling. These include gender and minority stereotypes, the gender pay gap, the motherhood penalty, and the lack of women and other minorities in leadership roles.
Gender stereotypes play a major role in the glass ceiling. Women may be viewed as being less capable than men in certain male dominated roles and as such are not taken as seriously when it comes to jobs and promotions. This is often referred to as the “glass cliff”.
The gender pay gap is another contributor to the glass ceiling. On February 3rd 2021 the PayPerspective reported that when looking at the average UK salary per hour, the Office for National Statistics (ONS) estimated a 15% gap in pay in favour of male workers.
There may be many factors leading to this discrepency such as the tendency for women to take on lower-paying jobs if located closer to home or work fewer hours to fit around family commitments, but in general, while some progress has been made to reduce the pay gap there is still a long way to go.
Mothers are often viewed as being less dedicated to their jobs and may be passed over for promotions and other opportunities. This is because employers may assume that mothers will not be able to balance their work and family responsibilities. This is referred to as the motherhood penalty.
Another factor is the lack of women and minorities in leadership roles. Fewer than 25% of all corporate officers are women, and only 5% of Fortune 500 CEOs are women. This lack of representation often creates an environment in which women may not be taken seriously and so are not given the same opportunities as their male counterparts. Certainly the lack of female and minority role models in senior positions will have an impact on the confidence of women and other minorities to aspire to senior positions.
The business case
Several studies have shown that organisations with more women in senior roles perform better than those with fewer women. McKinsey & Company’s report “Women Matter” found that companies with the highest representation of women on their executive committees were two and a half times more likely to outperform the industry median.
The Boston Consulting Group’s report “Women in the Workplace” showed that companies with more women in senior management positions delivered a 35% higher return on equity and 34% higher total return to shareholders than those with the lowest percentage of women in senior management.
Why do companies with more women in senior roles perform better? There are many reasons, but here are a few:
- Women bring different skills and perspectives to the table.
- Women are more likely to champion diversity and inclusion initiatives.
- Women are better at networking and building relationships.
- Women are better at balancing work and family commitments.
Despite the benefits, the number of women in these positions is still disappointingly low. According to the McKinsey & Company report, only one in ten senior leaders globally is a woman.
Breaking the glass
Although barriers exist, there are a number of ways that women and minorities can break through the glass ceiling.
- Network with others, particularly women in your field. This is essential for finding mentors and getting ahead in your career. Take a look at my post on How to get promoted for some ideas of how to find opportunities to network.
- Be strategic about your career choices. Choose jobs and companies that offer opportunities for advancement and sponsorships. Be willing to take on new challenges and be a vocal advocate for yourself.
- Be persistent. Don’t give up when you encounter obstacles. Keep pushing forward and don’t be afraid to speak up for yourself.
In the business world, there is still a perception that women are not as capable as men as senior leaders or in roles that require long hours and travel. Negative stereotypes still blight the opportunities of ethnic minorities. All of this is not only untrue and misleading but bad for business. Breaking though the glass ceiling for woman and other minorities requires a plan, focus and perserverence. Ambition and talent are the prerequisites. However, if you set your sights on the end goal and determine to get there, businesses are increasingly becoming aware of your commercial value in the top seats.