Glass ceilings and glass cliffs represent the main obstacles women face at work. The term “glass” is used because these barriers may be invisible but still are significant barriers to the career advancement of many women. Experimental studies have also proven the existence of glass ceilings and glass cliffs in workplaces. 1
Glass Ceilings
The term glass ceiling refers to the invisible barriers that prevent certain individuals from being promoted to management and executive level positions within an organization or industry. This definition is commonly used to describe the difficulties faced by women or minorities trying to move into higher roles in a male-led institution. Barriers are often unwritten, meaning that these individuals are restricted from progressing through accepted cultural expectations and implicit biases rather than defined institutional policies at work.
Glass Cliffs
The glass cliff is a phenomenon that has been described more recently than the glass ceiling. It refers to the appointment of more female managers to risky and insecure senior leadership positions as there is a chance of failure. If we give an example of a study on this subject, in a study by Harvard Business Review, university students were asked to appoint a new CEO by gender after the CEO of a firm retired. Two different scenarios were presented to the students in the study. The theoretical firm mentioned in the first scenario is run by a man and the firm is in good standing. In this scenario, 62% of respondents indicated that a male CEO should be appointed. In the second scenario, the company is again managed by a male CEO, but the situation of the company is not very encouraging. In this scenario, 69% of the participants stated that a woman should be appointed to the CEO position. This research reveals the importance of the glass cliff concept.
Why glass ceilings and cliffs are gender issues
While women in male-dominated areas are hitting the glass ceiling, men in female-dominated areas are similarly unhindered. When the prejudices that societies assign to genders are examined, it is seen that the skills and abilities expected from managerial roles in most societies overlap with the abilities and skills that should be in men. This serves as a male advantage when it comes to male promotion, even in female-dominated workplaces.
Also, given the rarity of women in senior roles, a woman's failure to lead may cause observers to draw negative conclusions about the ability of all women to perform in leadership roles.
So What Can You Do to Overcome the Invisible Leadership Barrier?
Have confidence in your abilities and reflect that
Studies have found that men consistently overestimate their performance and abilities, whereas women underestimate theirs. 2 A study found that men apply for roles when they meet 60% of job description criteria, but women apply when they meet 100% of these criteria. 3 Confidence in and reflecting on your abilities is critical to taking on leadership roles and putting yourself forward for the job.
Be comfortable with rejection and don't stop trying
Studies have shown that men are more likely than women to reapply for a job similar to a job they were rejected from in the past. 4 The ability of women to continue to compete for leadership roles depends on organizations showing that their application processes are fair and transparent. Equally important, women see failure as an opportunity to grow and embrace it rather than try to avoid it.
Know why you were chosen
Think about your capabilities and have enough self-awareness to recognize the unique qualities that have led your organization to recommend you for this role. Highly effective leaders are more self-aware and have more accurate perceptions of their own skills and qualities.
Know what to expect
Find out about the organization's history and lead and how the company's performance is evaluated by key stakeholders such as consumers, employees, the board, and the public. Having this information creates an environment where you can anticipate any outcome the role may bring. This is also key in predicting whether you will be wrongfully accused.
1. ( https://spssi.onlinelibrary.wiley.com/doi/full/10.1111/sipr.12006 )
2. [ https://psycnet.apa.org/ record / 1991-12540-001]
3. [ https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified]
4. [ https://journals.sagepub.com/doi/full/10.1177/0001839216682728]