What is a glass ceiling
A glass ceiling is a metaphor used to describe a barrier that prevents a person from climbing up the career or social ladder. For example, a glass ceiling prevents one from getting into a managerial position, although all the necessary skills, experience, and level of education of the applicant fully correspond to the desired position. Or getting a place in a good company. Or simply entering a certain high-ranking social group.
At the same time, a person sees prospects and observes how other people around him, often less intelligent and educated, easily overcome the same obstacle.
Theoretically, no one limits upward movement: there are no discriminatory laws or clearly formulated prohibitions. That is, from the outside, the ceiling looks absolutely permeable. Nevertheless, breaking through this transparent barrier sometimes turns out to be completely impossible.
One of the most striking examples of how the glass ceiling phenomenon manifests itself is the post of the President of the United States.
There is no law that would prohibit a woman from holding this position. There is also no shortage of successful female politicians. But none of them has yet won an election. Voters always prefer a man.
Who hits the glass ceiling?
The term was first coined in the late 1970s by 31-year-old Marilyn Loden, a mid-level manager at a major New York telephone company, at a conference on women’s rights and opportunities in the workplace.
In fact, Loden had a different task. She was assigned to tell why girls themselves are to blame for not being able to achieve career heights. It was expected that among the limiting factors, Loden would list low self-esteem, typical of many women, their indecisiveness, emotionality.
But instead, Marilyn voiced objective social norms, expectations, prejudices that do not depend on behavior and self-esteem, which clip the wings of even the smartest, most determined and persistent girls.
By the mid-1980s, the term “glass ceiling” had become common. And in 1991, it became official. This happened after US Congress experts received statistics that clearly demonstrated that despite the increased number of women in the workforce, there were still far fewer managers among them than among men.
Moreover, this disproportion could not be explained by differences in experience, education, or personal qualities. In connection with this, Congress created the Federal Commission to study the glass ceiling problem.
It quickly became clear that it is not only women who suffer from the invisible barrier that limits career and social growth. Many people, especially those from minorities – racial, ethnic, religious – encounter the glass ceiling in one form or another.
For example, an energetic and intelligent man of the “wrong” nationality or low social background at a certain stage of his career may also find that a top manager position is out of the question for him. Simply because the established “elite” is not ready to accept him into their circle.
Where does the glass ceiling come from?
It is believed that the main reason why the glass ceiling occurs is persistent social prejudices. They have existed in patriarchal society for centuries. And now, when the world has changed dramatically, they simply cannot keep up with it.
Here are just a few of the factors that limit the career and social advancement of women and minorities.
Gender stereotypes
A 2001 Gallup poll found that most Americans believe that women are more emotional, talkative , and patient, while men are more assertive and courageous.
It is not difficult to understand which of these two gender stereotypes is better suited for the role of leader. After all, it is on the basis of these ideas that top managers of various companies decide which employees are worthy of promotion and who will endure in their current position.
Yes, 20 years have passed since 2001, and gender stereotypes have changed somewhat. The glass ceiling has cracked. But it hasn’t shattered yet: in 2015, white men made up 85% of CEOs and board members at the world’s 500 largest companies . Women and other disadvantaged groups accounted for only about 15% of leadership positions.
The coronavirus pandemic has further highlighted the fact that the glass ceiling is still there. For example, in December 2020, 140,000 people lost their jobs in the United States due to lockdowns and the economic crisis.
All of them were women . Moreover, most of them belonged to discriminated racial groups. That is, when deciding which employees to give the opportunity to continue their careers and whose services to refuse, employers confidently choose men or at least white women.
Uneven distribution of social roles
A separate problem is the social roles that are traditionally assigned to women and men. Caring for children, sick or elderly relatives, even in progressive American society, is mainly a woman’s concern.
For this reason, women are often forced to take career breaks and work part-time. Or work overtime, without the opportunity to rest and recover: during the day in the office, in the evenings and on weekends – on the “second shift” associated with caring for children and the home.
All this does not allow you to concentrate on your career: there is neither time nor energy left for ambitious goals.
Highly critical towards the “wrong” employees
“A boy from a good family” who received an education at a prestigious university will find it much easier to find a job than the same “boy” who grew up in a poor area and studied at a mediocre institution. If the former is considered worthy of a successful career by default, then the latter will still have to prove that he is worth anything at all.
The same rule applies to women. Managers are more critical and strict about their abilities and experience than in the case of men.
Negative attitude towards “upstarts”
On the one hand, a worker who is not like that is expected to be more energetic, confident, and assertive than one who is like that. On the other hand, if we are talking about a woman, she “must” exhibit stereotypically feminine qualities – restraint, patience, friendliness, obedience.
An ambitious girl who demonstrates leadership skills often causes negativity among her superiors. She is perceived as an upstart and a challenge to male pride.
As a result, having made it to a middle management position, the employee finds herself alone. She has few or no supportive colleagues and managers, because most of them are men.
Inability to find a mentor
Men have mentors—higher-level managers who provide them with professional support—that help them advance in their careers.
For women, it’s more difficult. Male bosses avoid such a role because they fear it could be interpreted as sexual interest and undermine their reputation. And there are still too few female directors to look for a mentor among them.
Is it possible to break through a glass ceiling?
Unfortunately, there are no guaranteed strategies to help make this happen. It is an evolutionary process: society must get used to the fact that women and minorities are increasingly active in building careers and participating in professional life.
While there are exceptions to every rule, breaking the glass ceiling today requires a tremendous amount of effort. If you belong to a discriminated group, you will likely have to work twice as hard and as intensely as your white male colleagues.
There is good news: society is ready to change. Women and minorities are increasingly becoming major political players and are increasingly in the top ranks of companies. It just needs to continue.
What to do if you hit a glass ceiling
First of all, admit that it is not your fault. The glass ceiling is a social problem that does not yet have a clear solution. In each specific case, you have to choose your own strategy of action. Here are some options.
Talk to your employer
People often act based on established stereotypes. Therefore, your boss may simply not understand that there is a glass ceiling and gender restrictions in the company. Sometimes it is enough to discuss this problem with the manager to take a step towards solving it.
Consider changing jobs
This is an option in case you can’t get through to your boss. There are two ways:
Consider starting your own business. This way, you won’t be dependent on employer stereotypes.
Look for jobs at companies that have more women or disadvantaged minorities among their leaders. This increases the chances that a glass ceiling does not exist at a particular organization.
Take care of yourself
Experts from the American medical resource HealthLine claim that stress caused by a collision with a glass ceiling can affect physical health. Nervousness, increased fatigue, weakness, depression, digestive and sleep problems, pain of unknown origin are just some of the side effects.
To reduce such negative reactions and regain your strength, take care of yourself:
- Try to exercise regularly. Go to the gym, swim, ride a bike, dance at least a few times a week.
- Learn to manage stress . You might want to take a yoga class or learn to meditate. Seeing a therapist regularly is also a good option.
- Find time for a hobby. Do more of what brings you joy.
- Sleep at least 8 hours a day. If you can’t fall asleep, use scientifically proven life hacks : give up gadgets an hour and a half before you plan to go to bed, drink something warm before bed, ventilate the bedroom and lower the temperature there.
- Try to see your friends and family more often. You may not notice it right away, but such communication will become your emotional support.
- Look for people like you. You are far from the only person who has encountered a glass ceiling. Try to find like-minded people – at work, on social networks, among friends. Some of them will be lower on the career ladder than you, some higher. In any case, you will be able to share experiences, get advice, find a mentor or become one for someone else. Mutual support is the factor that will one day help overcome the glass ceiling effect, including on a global scale.
