The Glass Ceiling Effect and Its Impact on Women

 

The glass ceiling effect is a term that many people are familiar with. The glass ceiling is an impenetrable barrier that stops women and minorities from reaching the top levels of a company.

What you may not know is how prevalent the glass ceiling is even now, several decades into the twenty-first century.

You may also be ignorant of the actions you may take to combat this subtly discriminatory practice. The glass ceiling effect is something that every working woman should be aware of.

What Is the Effect of the Glass Ceiling?

The glass ceiling effect refers to the widespread opposition to women and minorities achieving senior management positions in big businesses. Although it is unknown who called the phenomena, the word was widely used in the mid-1980s.

During the late 1970s and early 1980s, a considerable number of women entered the job, but they were unable to progress beyond a certain level of management.

In the 1980s, the terms "glass ceiling" and "mommy track" were frequently used interchangeably. Women of reproductive age were commonly thought to be less motivated and disciplined than male employees or elder females at the time.

When women had children, it was assumed that they would take a long period off or abandon the workforce entirely. If women did return to work, it was assumed that their parental responsibilities would make them less devoted workers.

As a result, many firms relegated young women to the "mother track," a type of side-line in which promotions and increases never resulted in the woman being assigned responsibilities that had a significant impact on the company.

Many businesses are now providing additional leave time, some with pay, to new parents as a result of legal challenges and a shift in mindset. Companies are increasingly providing additional benefits to encourage employees of both genders to strike a balance between work and personal life.

Flexible schedule, the option to bring a child to work for the day, and even employer-run childcare facilities are among the benefits. While the issue of the mommy track has largely been resolved, the glass ceiling effect continues to be a concern.

Women are no longer pushed into a professional path that is utterly unsuitable for them. Instead, they find themselves on the verge of breaking into the top tier, but not quite.

The glass ceiling is named after a point beyond which women are unable to advance or a ceiling placed on their advancement. Because the woman can look beyond, the ceiling is built of glass.

Employers are hesitant to adopt a written policy that openly discriminates against women in today's litigious environment.

Instead, many businesses that face a glass ceiling appear to be as stumped as the rest of us as to how to break through it. The glass ceiling appears to be the result of long-standing biases and preconceptions.

This issue also affects males from minority groups. Because they are routinely passed over for advancements in favour of less-qualified white males, some Asian groups have coined the term "bamboo ceiling."

What Can a Person Do to Help Break Through the Glass Ceiling?

Unfortunately, no one-size-fits-all strategy can ensure a person's success in breaking past the glass ceiling. Although there are exceptions to every norm, women and minorities should expect a rough road to the top.

If you are both a woman and a minority, you may need to prove yourself twice as much as your male co-workers.

Take on additional responsibilities, especially those that are high-profile. Make it a point to form a relationship with the supervisor who is one level above you. All of your accomplishments should be documented and presented simply at each review.

Whether the upper echelons of your organisation are controlled by men or women, personalities are diverse and unique. Your road to the top will be unique, and you'll need to understand the situation and work as much as possible inside the system.

What Can Employers Do to Help Employees Break Through the Glass Ceiling?

If you work in a high position at a firm that looks to have a glass ceiling, you might be wondering what you can do to bust it down. Due to the scarcity of top-level roles and the strong competition for them, final hiring choices are almost always based on personal sentiments.

It isn't much you can do unless you impose quotas, which can lead to reverse discrimination claims. Encourage an atmosphere of equality at all levels of the organisation.

Make sure that any staff development initiatives you have in place include a balanced representation of women and minorities. If you work in a male-dominated field, actively recruit women.

Make sensitivity training a requirement. In summary, cultivating a genuine culture of gender- and colour-blind cohesiveness throughout the organisation can assist in the long term by eradicating prejudices and biases.

Despite this, many businesses and activists are collaborating to address the problem. Maintain your concentration, be proactive in choosing your own professional path, and anticipate that you will come up against it at many companies.

Change may occur at a glacial rate, but it does occur. Believe in yourself and work hard to achieve your objectives. You can affect genuine change in the workplace if you collaborate with others who are doing the same thing.

Written By - Tanya C