The Glass Ceiling Effect

She sat in the meeting room, hands folded, waiting for her turn to speak. The idea she had spent nights perfecting was ready. But before she could open her mouth, a male colleague spoke up.

His words? Almost identical to hers.

The response? Applause. Approval. A nod from the boss.

And her? Invisible. Again.

This is the glass ceiling, not made of glass, yet so unbreakable that it keeps women trapped below, no matter how high they climb.

It’s not just about promotions denied or raises delayed. It’s the thousand little cuts that bleed a woman’s confidence dry.

Women feel it in the job promotions they never receive, the pay raises they have to fight for, and the questions that undermine their capabilities.

"Can she handle leadership?" "What if she decides to have a baby?" "She’s too aggressive." "She’s too soft."

Being asked about marriage and kids in an interview, as if career growth depends on personal choices.

Getting labeled as "too aggressive" for being assertive or "too soft" for being empathetic.

Watching less-qualified male colleagues get leadership roles because they “seem like a better fit.

Balancing work, family, and expectations—because society still assumes that a woman’s true job starts after she leaves the office.

She stays late, works harder, proves herself over and over. But the ceiling remains, cold and unyielding.

Let’s see what this “Glass-ceiling effect” is!

The Glass Ceiling Effect refers to an invisible, artificial barrier that prevents certain individuals, especially women and minorities, from advancing to higher positions in their careers despite having the qualifications, experience, and capabilities.

How It Affects Women in Daily Life (Especially in Corporate Jobs)

1. Despite equal or superior performance, women are often overlooked for leadership roles.
2. Women earn less than their male counterparts for the same roles and responsibilities.
3. Many workplaces hold biases that question women's leadership abilities, assuming they are less decisive or too emotional.
4. Women are often expected to balance household responsibilities along with work, which can limit career growth.
5. Fewer women in top management positions make it harder for others to envision themselves in leadership roles.
6. Leadership opportunities often come through networking, but women are frequently excluded from informal corporate networks.

Beyond the office walls, the fight continues. A woman leaves work only to enter another battlefield—one filled with societal expectations.?

She is expected to be a nurturer, a homemaker, and a career woman, all at once.

She burns the midnight oil not just for deadlines but for dinner preparations.?

She navigates boardroom politics while ensuring her child’s school project is done.?

She fights for a seat at the table while being told to "be grateful" for what she already has.

And yet, she rises.

How to Combat the Glass Ceiling Effect?

1. Speak up about achievements and ask for promotions and salary raises.
2. Gain advanced skills and certifications to strengthen career prospects.
3. Build relationships with mentors and sponsors who can help navigate career growth.
4. Negotiate for policies like flexible hours, remote work, or paid maternity leave to balance career and personal life.

What organisations can do?

1. Ensure salary parity for men and women in the same roles.
2. Invest in mentorship and leadership programs specifically designed for women.
3. Implement unbiased recruitment and performance evaluation processes.
4. Promote diversity in leadership teams and encourage a gender-equal work environment.
5. Women must lift each other, not just themselves.
6. Men must be allies, not silent spectators.

The glass ceiling doesn’t break with a single blow. It shatters bit by bit, with every woman who dares to speak, every leader who challenges the norm, and every man who stands in support instead of in the way.

To every woman who has ever felt unheard, unseen, unrecognized—you are enough.

Keep pushing. Keep rising.?