What is the Glass Ceiling?

In simple terms, the glass ceiling metaphor is often used to describe the unseen barriers (glass) through which women and minorities can see elite or higher positions but cannot reach them (ceiling). It is the invisible barrier that keeps individuals from being promoted to executive, managerial or higher positions within an organization or Industry.

The word unseen or invisible barrier is used because they are unwritten, meaning specific policies, and attitudes may exist that produce this barrier without the intention to discriminate. Such difficulties prevent large talents, and numbers of women from obtaining prestigious and high-grossing jobs in the workforce.

The U.S. Department of Labor's 1991 definition of the glass ceiling is "those artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organization into management-level positions."

The United States Federal Glass Ceiling Commission defines the glass ceiling as "the unseen, yet unbreachable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements."

It is said that Marilyn Loden first coined the phrase "glass ceiling" in the year 1978 while speaking as a panellist at the Women's Exposition in New York. However, it is unclear exactly who named the phenomenon, but the glass ceiling term, was heavily used during the mid-1980s. As women who entered the workforce during the late 1970s and early 1980s found themselves unable to advance beyond a certain level of management.

Glass Ceiling Psychological Effect

Some psychological studies say that certain personality traits like soft-heartedness, warmth, emotional, soft found in women are not suitable for higher executive roles. Because in today's time, organization demons competitiveness and aggressiveness to sustain. Such social rules are deeply enrooted in the mind of people. At the same time, there is a class of women who are proving to overcome these social rules and mindset.

Glass Ceiling Sociology Barrier

For long women have been considered as domestic workers or householders that created a huge gap in the outside work culture. But now, with time there has been a wide change in the mentality of the society the Economy of the country. Also, due to the increasing expenses of the lifestyle, the husbands also want a working wife for financial stability.

It is said that when women are compelled to take a career break or flexible working hours due to maternity planning this could be a barrier in acquiring higher positions in the company. Also with the dual roles of a ‘good mother’ and also ‘working lady’, society thinks that it affects the right upbringing of the child. Besides, women have to relocate with their husbands due to job switches and thus sacrificing their prospecting jobs or position.

Many companies and organizations today are changing their policies and making more flexibility of breaking the gender gap. Norms & policies like maternity leaves, optional part-time or shorter work hours, work from home, remote working is creating more opportunities for women.

How to Break the Glass Ceiling Effect?

Since the 1980s, when the glass ceiling effect was first studied, a lot has changed in the 20s. The government, many companies and activists are working together towards breaking the gender gap in the workplace.

The present status of women in India is very diverse and complicated where some women's are on the list of politics, top CEOs and entrepreneurs. India is a country where men and women have equal rights, but the gap is still seen. A report says that in corporate world, higher level positions like CEO and board of directors have approximately 85% male and 15% female or may be less than this.

Society, companies and the economy should be proactive in encouraging women in every step of their lives. Women are the creators of new life and are multitaskers. They are ambitious, careerists and have a passion for work. Men and women are born with different attitudes, but understanding the role of nature versus nurture is key to closing this gap.

Leadership development approaches need to be designed that can help women develop critical leadership skills. Also help them identify and leverage their strengths, increase confidence, become comfortable in taking risks, and techniques for circumventing existing barriers.

To overcome structural barriers, employers need to establish flexible work arrangements and work-life balance policies and norms. At the same time, women can try breaking the glass ceiling by strengthening their networks, and creating measurable milestones.