What is the 'Glass Cliff?' How it Affects Women and Minorities
The concept of the "glass ceiling" is familiar to many - it describes the invisible barriers that keep minorities and women from reaching the upper echelons of management. But there's another, perhaps even more insidious obstacle - the glass cliff. What happens when these barriers are crossed only during tumultuous times?
What is “glass cliff”?
The glass cliff is a metaphor for the phenomenon where women and minority leaders are disproportionately chosen for leadership roles during periods of crisis or organizational decline.?
This term, first coined by British professors Michelle K. Ryan and Alexander Haslam in 2005 from the University of Exeter, metaphorically suggests that these leaders are positioned on a cliff, facing greater risk of failure due to the challenging circumstances under which they are promoted.
But why is this significant??
Imagine being handed the reins of a company already on the brink of failure.?
Your task? Turn it around. The catch? Your every move is scrutinized, and you're often left without the necessary support or resources.?
A setup for failure?
Leaders on the glass cliff are not just battling the immediate crises facing their organizations.?
They're also combating entrenched biases that might suggest their failure was inevitable, not due to the dire circumstances they were handed.??
Are organizations setting these leaders up with a fair chance to succeed, or are they being positioned as scapegoats for deeper issues?
It happens everywhere - from politics to the corporate world
Real-world examples of the glass cliff are numerous and telling. From Linda Yaccarino at Twitter and Marissa Mayer at Yahoo to Theresa May in the UK government and Ellen Pao at Reddit.?
The patterns repeat - high stakes, high scrutiny, and an uphill battle to steer sinking ships.
So, what can be done to support leaders and address these disparities??
Commit to openness in leadership choices
When the criteria and decision-making processes for selecting leaders are open and understandable for all employees, it eliminates the shadows where bias and favoritism can hide.?
This transparency reassures every team member that their efforts and potential are recognized and valued equally, creating a foundation of trust and fairness that permeates the entire company culture.
Plus, implementing job rotation programs can offer leaders diverse experiences and perspectives, enhancing their skill sets and adaptability
Expand leadership training to include all executives?
Leadership in today's diverse workplace environment requires more than traditional management skills; it requires an understanding and appreciation of diversity.?
Expand leadership training to include all executives, emphasizing both skill-based hiring practices and diversity hiring initiatives.
This training should focus on empathy, effective communication, and inclusive decision-making, ensuring that all leaders are not just aware of diversity but are active champions of it.
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Build mentorship networks?
Mentorship is a powerful tool for underrepresented talent, providing them not only with guidance and insights but also with the confidence to navigate the unique challenges they may face.?
Effective mentorship programs can bridge the gap between emerging talent and experienced leaders, offering a supportive pathway for personal and professional development.?
You can accelerate career trajectories and help close the leadership diversity gap by intentionally pairing underrepresented employees with mentors who can provide counsel, advocacy, and exposure,
Regularly auditing promotion and compensation practices
Equity in promotion and compensation is pivotal to maintaining a fair workplace, but achieving this requires continuous effort.
Regular audits of these practices help ensure that all employees are rewarded equitably for their contributions, irrespective of their background.
These audits should look for inconsistencies and biases in pay scales, promotion rates, and job role assignments.?
Open dialogue on diversity within leadership circles
This is essential for developing a deeper understanding and commitment to inclusivity at the highest levels of an organization.?
Such conversations can challenge preconceived notions and stimulate innovative approaches to building a truly inclusive workplace.?
Encouraging these discussions helps leadership teams reflect on their own practices, learn from diverse perspectives, and make informed decisions that reflect the values of diversity and inclusion.?
This openness not only strengthens the leadership team but also sets a powerful example for the entire organization.
What's your view?
Do you see the glass cliff as a deliberate challenge or an unintended consequence of deeper systemic issues? How should organizations reform their approach to leadership to avoid these pitfalls?
Share your thoughts and experiences. How do you think we can create a fairer and more supportive environment for all leaders?
Thank you for reading!
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