Challenges for women leaders – glass ceilings and broken rungs

As women we've made significant strides in the workplace over the past few decades. However, many challenges still continue to hinder our progress. Only this week I received another request from a business to help them in retaining and supporting their female leaders.

Two persistent challenges are ‘the glass ceiling’ and ‘the broken rung’. This blog is written to help you understand these concepts and, most importantly, to equip ?you with strategies to overcome them.? This is crucial for advancing our careers and achieving senior leadership positions.

What is The Glass Ceiling?

The term "glass ceiling" was coined in the 1970s to describe the invisible barriers that prevent women and minorities from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements. It's a metaphor for the unseen obstacles that keep talented individuals from reaching top leadership positions.

What is The Broken Rung?

While the glass ceiling focuses on top-level positions, the "broken rung" refers to the gap women face at the first step up to manager. This concept highlights that women are less likely to be promoted to their first management position compared to their male counterparts, creating a gender gap that widens at every subsequent level.

The Current Situation in the UK

Despite some progress, women in the UK still face significant challenges in reaching leadership roles. Let's look at some recent data:

1. According to the FTSE Women Leaders Review 2023, women hold 40.2% of FTSE 100 board positions, up from 12.5% in 2011. However, only 9% of FTSE 100 CEOs are women.

2. The 2023 Hampton-Alexander Review found that while women make up 33.2% of FTSE 350 leadership roles (defined as executive committee and direct reports), only 21% of executive directors are women.

3. A 2022 study by McKinsey & Company revealed that for every 100 men promoted to manager, only 87 women are promoted.

These figures demonstrate that while progress has been made, particularly at the board level, significant disparities persist, especially in executive and senior management roles.

As with most diversity and inclusion challenges there are numerous actions that need to be taken to make lasting change.? My focus is on how, as individual women, we can help ourselves to overcome the Glass Ceiling and the Broken Rung.

Strategies to Overcome the Glass Ceiling and Broken Rung

1. Build a strong professional network

Networking is crucial for career advancement. Attend industry events, join professional associations, and connect with colleagues across departments. A diverse network can provide support, advice, and opportunities.

2. Find a mentor and a sponsor

Seek out mentors who can offer guidance and share their experiences. Additionally, look for sponsors – influential leaders who can advocate for your advancement and connect you with opportunities.

3. Develop and showcase your leadership skills

Take on challenging projects, lead teams and volunteer for cross-functional initiatives. Document your achievements and be prepared to articulate your value to the organisation.

4. Negotiate assertively

Research shows that women are less likely to negotiate salary and promotions. Practice assertive communication and negotiation skills to ensure you're compensated fairly and considered for advancement opportunities.

5. Be visible

Look for opportunities to present your work, contribute to high-profile projects, and participate in company-wide initiatives. Make sure your achievements are known to decision-makers.

6. Continuous learning and skill development

Stay current with industry trends and continuously update your skills. Consider additional training that align with your career goals.

7. Address unconscious bias

Be aware of unconscious biases that may affect how you're perceived in the workplace. Challenge stereotypes by consistently demonstrating your competence and leadership abilities.

8. Support other women

?As you advance in your career, make a conscious effort to mentor and sponsor other women. Creating a supportive community of women leaders can help break down systemic barriers.

You will find lots more practical tips on these strategies in other blogs I’ve written, use this link to go to my website to find out more.

Addressing the glass ceiling and the broken rung requires a concerted effort from both individuals AND organisations. As women, we must continue to advocate for ourselves, develop our skills and support one another. At the same time employers must take concrete actions to create equitable workplaces that foster women's advancement at all levels.

By working together – women pushing for change and organisations implementing supportive policies and calling out bias and inequity – we can create a more balanced and inclusive leadership landscape.? This not only benefits women but also leads to more diverse, innovative and successful businesses.

Let's continue to challenge the status quo and pave the way for a future where leadership opportunities are truly equal for all.

#GlassCeiling #BrokenRung #WomenLeaders