This article has been written by SHRISTI S. from Maharashtra National Law University, Aurangabad

Table of Contents

ABSTRACT

The glass ceiling effect is a pervasive and enduring phenomenon that hinders the career advancement of individuals, particularly women and minorities, in various organizations and industries. This abstract provides an overview of the glass ceiling effect, its key manifestations, contributing factors, and strategies for addressing it. The glass ceiling is an invisible but formidable barrier that prevents qualified individuals from reaching the highest levels of leadership within an organization.

It is characterized by disparities in representation, pay, and access to opportunities, reflecting deep-rooted biases and stereotypes. Contributing factors to the glass ceiling effect include unconscious biases, discriminatory practices, limited access to mentorship and sponsorship, and the absence of diversity-friendly policies and cultures. These factors perpetuate gender and racial inequalities in the workplace, hindering diversity and innovation.

Addressing the glass ceiling effect requires a multifaceted approach that encompasses organizational change, cultural transformation, and policy reform. Strategies include promoting diversity and inclusion, implementing bias training, revising HR policies, and fostering inclusive networks and mentorship programs. Organizations must also hold leadership accountable for diversity goals and monitor progress through data-driven insights.

The implications of the glass ceiling effect extend beyond the workplace, affecting individuals’ career aspirations, societal equity, and economic potential. Breaking through the glass ceiling is a crucial step toward creating more equitable and inclusive workplaces and fostering innovation and prosperity in society.

This abstract underscores the importance of recognizing and addressing the glass ceiling effect as a collective responsibility, essential for achieving gender and racial equality, economic growth, and social justice. It calls for continued efforts to dismantle this barrier and create a more equitable and inclusive future for all.

INTRODUCTION

The glass ceiling effect refers to an invisible barrier that prevents women and other marginalized groups from advancing in their careers, despite having the necessary qualifications and skills. This effect occurs due to discrimination based on gender, race, or other factors, which limits career growth and opportunities.

For instance, women may face promotion bias, where they are overlooked for promotions in favour of their male colleagues who may be perceived as more suitable for leadership roles. Similarly, the pay gap can make it difficult for women to reach higher positions because they often earn less than their male counterparts, even when performing similar job roles with the same level of expertise.

Another factor contributing to the glass ceiling effect is the lack of representation of women and other marginalized groups in senior leadership roles. This lack of diversity makes it challenging for these groups to find role models and mentors who can guide them through their advancement.

Lastly, limited access to networks and connections that can help individuals advance in their careers can also create barriers for women. They may not have access to informal networking opportunities or might be overlooked for important projects or assignments.

All these factors contribute to the glass ceiling effect, making it difficult for women and other marginalized groups to break through and achieve their full potential in organizations.

BACKGROUND AND CONTEXT

Marilyn Loden first coined the phrase “glass ceiling” while speaking as a panelist at the 1978 Women’s Exposition in New York. As a fill-in for her employer’s only female executive, Loden was invited to discuss how women were to blame for the barriers preventing them from advancing in their careers. Instead, she spoke about deeper, ignored issues that historically kept women from occupying positions of authority: the glass ceiling.^[1]

This concept was later popularized in a 1986 Wall Street Journal article discussing the corporate hierarchy and how invisible barriers seemed to prevent women from advancing in their careers past a certain level. In 2015, the publication reported (quoting Gay Bryant, former editor of Working Woman magazine) that the concept goes back to the 1970s and may have originated with two women at Hewlett-Packard^[2]. The U.S. Department of Labour launched the Glass Ceiling Commission in 1991 in response to the growing concern over barriers preventing women and minorities from advancing.

It was charged with identifying the barriers that exist and policies that companies adopted or could undertake to increase diversity at managerial and executive levels.

The commission found that qualified women and minorities were being denied the opportunity to compete for or win decision-making positions. It also found that the perceptions of both employees and employers often included stereotypes that held women and minorities in a negative light. The concept expanded in more contemporary times to include minorities in addition to women.

RESEARCH OBJECTIVE

To understand the Glass Ceiling Effect
To identify contributing Factors
To identify challenges and limitations associated with glass ceiling effect in an organisation.
To evaluate current organizational practices

SIGNIFICANCE OF THE STUDY

The study of the glass ceiling effect is significant because it addresses issues of equity, diversity, inclusion, and economic efficiency. It has far-reaching implications for individuals’ career opportunities, organizational success, and societal progress. By understanding and actively working to eliminate the glass ceiling effect, organizations and society can achieve greater fairness, diversity, and prosperity.

FACTORS CONTRIBUTING TO GLASS CEILING EFFECT

Gender bias and stereotypes

Deep-seated stereotypes and biases, such as gender and racial stereotypes, can influence decision-makers’ perceptions and judgments. These biases may lead to the underestimation of women and minorities’ abilities and qualifications, affecting their access to leadership roles.

Lack of diversity and inclusion^[3]

When leadership teams lack diversity, they may inadvertently perpetuate the status quo by promoting individuals who resemble the current leadership demographic. This results in a continuation of the glass ceiling effect, as women and minority groups are underrepresented or excluded from top leadership positions.An organization with a lack of diversity in leadership may have invisible barriers that hinder the advancement of underrepresented groups. These barriers can be cultural, systemic, or structural, making it difficult for individuals to pinpoint the exact reasons behind their stalled career progress.

Pay gap

Gender and racial pay disparities can make it less attractive for women and minorities to pursue leadership roles. When individuals perceive that they are not fairly compensated for their work, it can deter them from seeking higher positions.

Limited access to network

Access to influential networks and mentorship opportunities can play a pivotal role in career advancement. Women and minorities may have limited access to such networks, which are often essential for securing top leadership positions.

EXAMPLES OF THE GLASS CEILING EFFECT

Organizations where glass ceiling effect has been witnessed

Here are a few examples of organizations where the glass ceiling effect has been witnessed:

1. Tech Industry: The technology industry is notorious for its lack of diversity and inclusion. Women and people of color have reported experiencing the glass ceiling effect in tech companies like Google, Facebook, and Apple.

2. Financial Services: The financial services sector has also struggled with diversity and inclusion. Companies like Goldman Sachs, JP Morgan Chase, and Citigroup have faced criticism for their gender pay gap and lack of women representation in senior leadership positions.

3. Law Firms: Law firms have also been criticized for the glass ceiling effect. Despite making up nearly 50% of law school graduates, women make up only 22% of partners at law firms. This disparity can be attributed to factors such as bias, work-life balance issues, and lack of mentorship opportunities.

4. Entertainment Industry: The entertainment industry has also been criticized for its lack of diversity and inclusion. Women in Hollywood have reported experiencing the glass ceiling effect, which limits their career growth and opportunities despite their talent and skills.

These are just a few examples, but the glass ceiling effect can occur in any organization where there is a lack of diversity and inclusion, and discrimination based on gender or other factors exists.

Real-World Women Who Have Experienced the Glass Ceiling Effect

Here are a few real-world examples of women who have experienced the glass ceiling effect:

1. Indra Nooyi: Indra Nooyi is an Indian-American business executive who served as the CEO of PepsiCo from 2006 to 2018. She has spoken publicly about the challenges she faced as a woman in a male-dominated industry and how she had to work harder than her male colleagues to prove herself.

2. Sheryl Sandberg: Sheryl Sandberg is an American technology executive and author who currently serves as the COO of Facebook. She has been vocal about her experience with the glass ceiling effect, noting that she had to overcome gender bias and stereotypes to reach her current position.

3. Ruth Bader Ginsburg: Ruth Bader Ginsburg was an Associate Justice of the Supreme Court of the United States until her death in 2020. She famously fought for gender equality throughout her career, including in landmark cases such as United States v. Virginia and Ledbetter v. Goodyear Tire & Rubber Co.

4. Oprah Winfrey: Oprah Winfrey is an American media executive, talk show host, actress, producer, and philanthropist. She has spoken publicly about the challenges she faced as a black woman in the entertainment industry and how she had to work hard to break through the glass ceiling.

5.Sudha Murthy: Sudha Murthy is an Indian engineer, author, and social worker who has also experienced the glass ceiling effect in her career. Despite being one of the first female engineers to graduate from the Indian Institute of Technology (IIT) in Mumbai, she faced discrimination and bias when trying to find a job.

Murthy has spoken about how companies would not hire her because they believed that women could not work as hard as men or handle technical jobs. She eventually found a job at Tata Engineering and Locomotive Company (TELCO), but even there, she had to fight for equal pay and opportunities.

Despite facing these challenges, Murthy persevered and went on to have a successful career as a computer scientist and software developer. She co-founded Infosys Foundation, which supports education, healthcare, and rural development, and has been recognized with numerous awards for her contributions to society.

Sudha Murthy’s ^[4]life story highlights the importance of breaking through the glass ceiling and overcoming gender biases and stereotypes. Her achievements demonstrate how women can excel in fields traditionally dominated by men, given equal opportunities and support.

6. Kamala Harris : Kamala Harris shattered the glass ceiling when she became the first woman to be elected as U.S. Vice President under President Joe Biden. She is also the first Black and South Asian person to be elected to the position as well. Harris was officially sworn in as Vice President on Jan. 20, 2021.

7. Janet Yellen became the first female Treasury secretary after being nominated by President Biden and sworn in on Jan. 26, 2021. This isn’t the first glass ceiling Yellen has broken either. She also served as the first woman to head the Federal Reserve, a role she held during President Barack Obama’s administration.

EFFECTS OF THE GLASS CEILING

IMPACT ON INDIVIDUALS^[5]

The impact of the glass ceiling effect on individuals, particularly women and minorities, can be profound and multifaceted. It affects not only their careers but also their psychological well-being and overall quality of life. Here are some of the key impacts of the glass ceiling effect on individuals:

Career Limitations: The most immediate impact is the limitation of career advancement. Despite their qualifications and potential, individuals may find themselves unable to progress beyond certain levels within an organization.
Financial Consequences: The glass ceiling often results in lower salaries and limited access to high-paying leadership roles. This can lead to significant financial disparities between individuals affected by the glass ceiling and their counterparts in similar roles.
Professional Frustration: The frustration of hitting the glass ceiling can be demoralizing. Qualified and motivated individuals may become disillusioned with their careers and question their worth and abilities.
Reduced Job Satisfaction: The lack of opportunities for advancement can lead to decreased job satisfaction. Employees who feel their potential is unrealized are less likely to be engaged and committed to their work.
Psychological Stress: Dealing with the glass ceiling can lead to increased stress and anxiety. The constant struggle for recognition and advancement can take a toll on mental health.
Lower Self-Esteem: Individuals affected by the glass ceiling may begin to doubt their abilities and self-worth. Persistent barriers can erode self-esteem and confidence.
Negative Health Outcomes: Prolonged stress and dissatisfaction resulting from the glass ceiling can have negative health consequences, including increased risk of physical and mental health issues.
Impact on Career Aspirations: The glass ceiling can deter individuals from pursuing ambitious career goals. They may scale back their aspirations or opt for less demanding roles to avoid potential career disappointments.
Feelings of Isolation: Being in the minority in leadership roles can lead to feelings of isolation. Individuals may lack peer support and mentorship, which are often crucial for career development.
Limited Work-Life Balance: Striving to break through the glass ceiling may require individuals to invest more time and effort in their careers, potentially at the expense of work-life balance.
Reduced Innovation: When talented individuals are held back by the glass ceiling, organizations miss out on the diverse perspectives and innovative ideas they bring to the table.
Impact on Personal Relationships: The stress and frustration resulting from the glass ceiling can affect personal relationships, as individuals may bring work-related anxieties home.
Career Stagnation: In extreme cases, individuals may experience long-term career stagnation, where they remain in the same position for years without meaningful advancement.
Higher Turnover: Individuals who feel blocked by the glass ceiling may seek opportunities elsewhere, resulting in higher turnover rates and recruitment costs for organizations.

It’s important to recognize that the impact of the glass ceiling varies from person to person and is influenced by factors such as individual resilience, support systems, and the specific organizational context. However, addressing the glass ceiling effect is crucial for promoting equal opportunities and creating inclusive workplaces where individuals can achieve their full potential regardless of their gender, race, or other characteristics.

IMPACT ON ORGANISATION

The impact of the glass ceiling effect within an organization can be far-reaching and have consequences on various levels, affecting not only individual employees but also the organization as a whole. Here are some of the key impacts of the glass ceiling effect on an organization:

Limited Talent Pool: The glass ceiling effect restricts the pool of potential leaders within the organization. When women and minority employees are underrepresented in leadership positions, the organization may miss out on talented individuals who could contribute significantly to its success.
Missed Innovation Opportunities:^[6] Diverse leadership teams bring a wider range of perspectives and experiences to decision-making processes. When the glass ceiling limits diversity in leadership, it can hinder innovation and creative problem-solving within the organization.
Decreased Employee Morale: The glass ceiling effect can negatively impact employee morale, particularly among women and minority groups. When employees perceive unequal opportunities for career advancement, it can lead to dissatisfaction, reduced engagement, and a decline in overall morale.
Reputation Damage: Organizations with a visible glass ceiling effect may suffer reputational damage. Customers, partners, and potential employees increasingly expect organizations to champion diversity and inclusion. Failure to do so can harm the organization’s image.
Legal and Regulatory Risks: Organizations that do not address gender and diversity disparities in leadership positions may face legal and regulatory risks, including discrimination lawsuits and penalties.
Reduced Productivity: When employees perceive inequities and biases in the workplace, it can lead to decreased productivity as they may be less motivated to give their best effort. A lack of trust in leadership can also impact productivity negatively.
Inefficiency in Decision-Making: Homogeneous leadership teams may make less-informed decisions due to a lack of diverse perspectives. This can result in suboptimal outcomes and missed opportunities for the organization.
Competitive Disadvantage: In an increasingly diverse and globalized business environment, organizations that do not promote diversity and inclusion in leadership positions may face a competitive disadvantage. They may struggle to adapt to changing markets and customer demographics.
Economic Impact: Gender and racial inequalities in leadership can have economic consequences at the macro level. When qualified individuals are excluded from leadership positions, it can limit economic growth and innovation in society.
Potential for Missed Opportunities: Diverse leadership teams are better equipped to understand and respond to the needs and preferences of a diverse customer base. The glass ceiling may result in missed business opportunities and reduced market responsiveness.

In summary, the glass ceiling effect has both direct and indirect impacts on an organization. Addressing this issue is not only a matter of social responsibility but also a strategic imperative for organizations seeking to remain competitive, innovative, and attractive to talent in today’s diverse and inclusive business landscape.

IMPACT ON SOCIETY

The glass ceiling effect has several significant impacts on society as a whole. It extends beyond the individual and organizational levels and influences broader societal dynamics. Here are some of the key impacts of the glass ceiling effect on society:

Reinforces Gender and Racial Inequality: The glass ceiling effect perpetuates gender and racial inequalities in society by limiting the career advancement of women and minority individuals. This reinforces existing disparities in income, power, and opportunities.
Missed Economic Potential: When qualified individuals are prevented from reaching their full potential due to the glass ceiling, it results in a loss of economic productivity and innovation. This, in turn, can hinder overall economic growth and competitiveness.
Social Equity and Justice: The glass ceiling effect is a symbol of social injustice and inequity. It highlights the systemic barriers that prevent certain groups from achieving leadership roles based on their gender, race, or other characteristics.
Erodes Confidence in Institutions: When society perceives that organizations and institutions are not inclusive and do not promote diversity in leadership, it erodes confidence in these institutions. This can lead to decreased trust in businesses, government, and other societal entities.
Cultural and Stereotype Reinforcement: The glass ceiling reinforces cultural and societal stereotypes about gender and race. It sends a message that certain groups are less capable or deserving of leadership roles, contributing to the perpetuation of harmful stereotypes.
Loss of Talent and Potential: Society loses the contributions and talents of individuals who are held back by the glass ceiling. This includes innovative ideas, leadership capabilities, and problem-solving skills that could benefit society as a whole.
Educational and Aspirational Impact: The existence of the glass ceiling can impact educational and career aspirations, particularly among young people. It may deter individuals from pursuing ambitious career goals if they perceive that barriers exist.
Role Model Scarcity: The scarcity of diverse role models in leadership positions can limit the aspirations of future generations. Young individuals may struggle to envision themselves in leadership roles when they do not see people who look like them in those positions.
Societal Cohesion: Inclusive organizations that break down the glass ceiling tend to promote social cohesion and harmony. Conversely, the persistence of the glass ceiling can lead to feelings of injustice and division within society.
Legal and Policy Implications: The glass ceiling has led to legal and policy initiatives aimed at promoting diversity and inclusion. Governments and regulatory bodies may implement measures to address disparities, which can have legal and compliance implications for organizations.
Progress Toward Equality: Addressing the glass ceiling is part of broader societal efforts to achieve gender and racial equality. Progress in dismantling the glass ceiling is a marker of progress toward a more equitable and just society.

The glass ceiling effect is not confined to the workplace; its impacts reverberate throughout society. Addressing this issue is crucial for advancing social equity, fostering economic growth, and promoting a more inclusive and just society where opportunities are available to all, regardless of their gender, race, or other characteristics.

ADDRESSING THE GLASS CEILING EFFECT

Addressing the glass ceiling effect requires a multifaceted and concerted effort from individuals, organizations, policymakers, and society as a whole. Here are several strategies and approaches for addressing the glass ceiling effect:

Promote Diversity and Inclusion:

Develop and implement diversity and inclusion (D&I) strategies that prioritize equity in hiring, promotions, and leadership development.

Establish clear diversity goals and metrics to track progress toward achieving greater representation of underrepresented groups in leadership positions.

Encourage Sponsorship and Mentorship:

Establish formal mentorship and sponsorship programs that connect underrepresented employees with influential leaders who can advocate for their advancement.

Encourage employees at all levels to serve as mentors to junior staff from diverse backgrounds.

Promote Leadership Development:

Invest in leadership development programs that provide opportunities for individuals from underrepresented groups to acquire the skills and experiences needed for leadership roles.

Identify high-potential employees early in their careers and provide targeted development opportunities.

How can the glass ceiling effect be detected?^[7]

Some of the best glass ceiling effect examples can be seen in workplaces, especially in bigger organisations. A company can have a diverse workforce that possesses a good amount of female employees as well. But somehow, in the upper ranks, there are not enough women or minorities represented. And most men are recruited in the top positions of the organisation. Even though there are many deserving candidates who are not men, women do not get an equal amount of opportunities. This is where we can detect the presence of the glass ceiling effect.

Some other vivid glass ceiling effect examples are as follows:

Women and minorities are left out from attending important meetings and mass communication sessions. They are excluded from any networking events which are conducted outside their workplace.
Women and minorities are deprived of good, exclusive mentorships. They are not given enough opportunities to create better connections with high authorities to prove their diligence.
Women and minorities work the same hours every day and give the same amount of effort as any male employee, yet are not getting enough pay and opportunities compared to their male employees.

Why is the glass ceiling effect still prevailing in society?

This is an important question that we all should address, especially in today’s date when so much modernisation is happening around us. The prejudices and assumptions about women and minorities are somehow still there in people’s minds. These are deep-rooted societal assumptions made by people and are still prevailing, unfortunately.

But it is extremely important that we stop this and give deserving people the opportunities they should be getting irrespective of their gender, caste, race and ethnicity. Because the glass ceiling effect is not only keeping women and minorities in the background—the glass ceiling effect psychology affects the person’s mental and physical health to a great extent as well.

CONCLUSION

Living in the 21st century and dealing with the glass ceiling effect is nothing less than shameful. With all the liberalism and modernisation happening around us, if we fail to provide an ample amount of opportunities to candidates who deserve them, it makes no difference in our time and society.

The glass ceiling effect is not only a problem that affects the careers of minorities and underrepresented groups; it also affects their psychological state and physical condition in the longer run. The frustration that comes from experiencing this issue is lethal for anybody; hence, it should be eradicated from the work culture with full effect.