Should We Shatter or Walk Away From the Glass Ceiling?

What is "The Glass Ceiling?"

Marilyn Loden is credited with coining the term "glass ceiling" in the context of women's career advancement. Loden, a consultant and executive coach, first used the term in a 1978 speech to the Women's Action Alliance.

The "glass ceiling" refers to the invisible barriers that prevent women and other marginalized groups, from advancing to the highest levels of leadership and management within organizations, despite having the necessary qualifications and abilities. This metaphor highlights the subtle yet pervasive obstacles, such as discrimination, bias, and institutional practices, that hinder our career advancement.

Yesterday, I was speaking with a friend and colleague who posited that there was no more glass ceiling. I beg to differ. About three hours later, I was speaking with a VERY successful friend of mine who experienced such significant barriers in her own Fortune 500 company as a Senior VP that she had to walk away. Her glass ceiling became a glass cliff!

So we are all working from the same definition....

According to ChatGPT, key aspects of the glass ceiling include:

• Invisible Barriers: Unlike overt discrimination, the barriers associated with the glass ceiling are often less obvious, such as exclusion from important networks, lack of mentorship, and unconscious bias.
• Gender Disparity: The concept originally focused on gender equality and discrimination, particularly how we, as women, are underrepresented in senior leadership roles compared to men.

Is There Still Evidence of a Glass Ceiling?

Um. Yeah.

Statistical Disparities: Gender bias is still happening, folks. Despite gains in education and experience, women hold only 26% of executive positions and are significantly underrepresented in C-suite roles, especially women of color (McKinsey & Company ).

Promotion Gaps: For every 100 men promoted to management, only 87 of women receive the same promotion. This phenomenon, known as the "broken rung," contributes to the overall glass ceiling effect (Lean In ).

In my day, climbing the corporate ladder all the way to the top was what we aspired to. This pushed many of us to strive for excellence every day—in what was (and I think still is in many cases) a man’s world. That also meant adopting male strategies and techniques for getting ahead. In many cases becoming mini-men and donning that teflon 3-piece suit (sometimes figuratively, sometimes literally!)

Women were on a mission to crash through the figurative ceiling that's held us back from achieving the top spot for far too long. Alas, current show we weren't as successful as we tried to be. Women remain significantly underrepresented in executive positions, particularly at the very top. We still haven't completely shattered that glass ceiling.

Some Stats - The Good, The Bad, and The Fugly

Moneyzine recently published “13+ Fascinating Female CEO Statistics for 2024” :

For a start—8.8% of the top 500 revenue-generating companies in the U.S. are led by women. That’s less than 10%, folks. But maybe this is good news since it actually marks a new record high. (WTF!!!!).

Additionally, data shows that 5.4% of private companies with over $1 billion in revenue are managed by women. Well, I suppose that's better than the prevous 3.0%.

While these figures reflect progress—especially considering that only seven women led Fortune 500 companies two decades ago—female representation in the upper ranks of business remains limited, particularly for women of color. Despite the strides made, significant challenges persist in achieving true gender parity in corporate leadership.

• Women occupy only 29.2% of chief executive roles in the U.S. (Fugly)
• Only 8.8% of Fortune 500 CEOs are women. (Bad)
• 6.6% of S&P 500 companies are run by women. (Bad)
• Thirty-seven Fortune 1000 companies are managed by us. (Fugly)
• A total of 186 Russell 3000 companies have female CEOs. (Bad)
• In October 2022, 26.1% of new CEOs were women or non-binary. (Good!)
• 50% of the healthcare insurance industry is run by women. (Good!)
• Throughout 2021, 222 male CEOs were replaced by women. (Good!)
• In 2020, we earned 75% less in the C-suite than our male counterparts. (Bad)
• The average pay of female startup CEOs is $133,000. (Fugly)

What's Behind the Glass Ceiling's Sticky Persistence?

Why do we still struggle to break into leadership roles? Deep-seated biases and rigid structures stand in our way. It’s a complex issue with no easy answers, but here are a few reasons why the glass ceiling remains a frustrating reality for us in the labor force:

Unconscious Bias: One of the most insidious obstacles is unconscious bias, the deep-seated stereotypes we all hold about different groups of people, including gender. These biases subtly infiltrate HR practices, frame opinions of employees, and slant the scales when considering who deserves a promotion. We need to learn and do more about identifying and letting go of subconscious prejudices! Unconscious bias can disadvantage us without anyone even realizing it’s happening. It can also prevent us from receiving equal pay, even when we have the same qualifications as our male counterparts.

The Broken Rung: Another significant hurdle is the "broken rung" mentioned above—the observation that women are often passed over for early promotions. It’s like hitting a roadblock—we can’t seem to break into senior management no matter how hard we try. This often occurs at the first step-up to manager, creating a ripple effect that limits our representation at higher levels. Climbing the corporate ladder, a single step can hold major weight in our careers, especially in male-dominated fields like Wall Street, where every rung counts.

Sadly, as my client experienced, it is often other women kicking us down while they scramble to hold on to their own hard-won rung.

The Wage Gap: Unequal Pay for Equal Work The gender wage gap also plays a role, as we consistently earn less than our male counterparts for doing the same job. I made over 30% less than a co-founder of my previous company—because I wasn’t the “breadwinner.” And I accepted it. So that’s on me.

Wealth accumulation is often closed off to us as we invest time in caregiving and household management instead of career advancement. A troubling trend emerges at the pinnacle of corporate success, where our male counterparts continue to rake in bonuses and sweetheart stock deals, leaving us behind.

Breaking Through: Conquering the Invisibility Gap

Next steps for women, aiming high, include:

Promoting Inclusive Leadership Companies need to cultivate a culture of inclusive leadership from the top down. To root out biases, we need strong mentors and a visible pathway to advancement—that's how we truly level the playing field. Transparent promotion practices and mentorship programs that pair high-potential women with senior leaders can be highly effective. To truly lead, one must confront and overcome personal biases, then identify and break down systemic barriers that limit opportunity and stifle growth.

Addressing the Broken Rung Companies must address the broken rung, ensuring that we have equal opportunities for promotion early in our careers. Making a difference starts with revamping hiring and promotion processes, guiding leaders to become more effective mentors, and clarifying the path to success so everyone can follow.

Enhancing Work-Life Integration Providing flexible work arrangements, such as remote work options, flexible schedules, and generous parental leave policies, can help level the playing field. Imagine being able to manage career ambitions without sacrificing family time—that’s exactly what this enables for those of us who wear multiple hats.

It’s Not Just Corporate

What may initially seem like a strictly corporate phenomenon reveals itself to be much more pervasive, touching countless industries and professional arenas. From academic halls to hospital corridors, scientific labs, and tech-enabled workplaces, a common thread is apparent. Despite our numerical strength, we struggle to crack the glass ceiling and secure top spots.

According to Jennifer Askey, PhD, PCC :

Multiple peer-reviewed studies have indicated that women take on more service roles in academia, leading to their research careers not advancing at the pace of that of their male colleagues. This includes women serving as readers and reviewers of others' works at the expense of their own. So, even "good" academic and scientific work can get in the way of a "superstar" career trajectory for incredibly talented and ambitious women.

Even in ever-changing labor markets, characterized by evolving job roles and industries, traditional gender dynamics continue to impact our career choices, wage disparities, and leadership representation.

We will never have an equal shot at success in the workplace until we've torn down both actual obstacles and stubborn, long-held stereotypes that preclude us from career advancement.

Women Striking Out On Their Own

Given the lack of significant advancement, we often get stamped with an expiration date, kept from true opportunities, and forced to conform to others' biases. This is why so many women are now stepping out on our own into the world of entrepreneurship.

Many women are increasingly turning to entrepreneurship as an alternative to corporate careers, often because we are frustrated with the persistent barriers presented by the glass ceiling. This trend reflects both a desire for greater control over our professional lives and a response to the challenges we face in traditional corporate environments.

Reasons Women Are Becoming Entrepreneurs

• Frustration with the Glass Ceiling: Our career progression is hindered by gender bias, exclusion from networking opportunities, and a lack of mentorship. Entrepreneurship offers an escape from these limitations, allowing us to define our own success and avoid the constraints of a corporate hierarchy. (McKinsey & Company)
• Desire for Flexibility: Work-life balance is often a significant factor, especially when juggling family responsibilities. Entrepreneurship allows us to set our own schedules and prioritize our personal needs. (CEOWORLD magazine) .
• Pursuing Passion and Purpose: Many of us are motivated to start our own businesses to pursue our passions and create an impact in areas that matter to us. Unlike corporate roles, entrepreneurship provides the opportunity to align our work with our values. ??(Moneyzine )
• Growing Support for Women Entrepreneurs: There is also increasing support available for us, from networking groups and mentorship programs to funding opportunities specifically designed for women-led businesses..

Conclusion

The glass ceiling is more than just a metaphor. A staggering number of gifted women are held back from reaching their full potential because of this persistent obstacle. But we are not powerless. For generations to come, we will no longer just aspire to lead but will genuinely expect to see ourselves rising to pinnacle positions across every field—provided we pool our efforts, dissect the core problems, and tackle them. Breakthroughs are still pending, but determined individuals keep chipping away at the status quo. With every fissure, the prospect of a brighter, more just tomorrow draws nearer.

If you want to join other popwerful women who are either crashing through or breaking away from the glass ceiling, consider joining my mastermind at https://womensresetcollective.com