Glass ceiling: what prevents women from becoming successful

2024 Author: Malcolm Clapton | [email protected]. Last modified: 2023-12-17 03:44

Stereotypes are to blame for everything.

What is glass ceiling

The glass ceiling is a metaphor that denotes a kind of barrier that prevents a person from climbing up the career or social ladder. For example, a glass ceiling does not allow getting through to the position of a leader, although all the necessary skills, experience, and the level of education of the applicant are quite consistent with the desired position. Or get a place in good company. Or just join a certain high-ranking social group.

At the same time, a person sees prospects and observes how other people next to him, often less intelligent and educated, easily overcome the same obstacle.

In theory, no one limits the upward movement: there are no discriminatory laws or explicit prohibitions. That is, from the side, the ceiling looks absolutely permeable. Nevertheless, it is sometimes completely impossible to break through this transparent barrier.

One of the clearest examples of how the glass ceiling phenomenon manifests itself is the presidency of the United States. There is no law that would prohibit a woman from taking this position. There is no shortage of women - successful politicians. But none of them have won the election yet. Voters always give preference to a man.

Who collides with the glass ceiling

This term was first used in the late 1970s. It was delivered by Marilyn Loden, 31, a mid-level manager at a large New York City telephone company, at a conference on the empowerment of working women.

In fact, Loden had a different task. She was instructed to tell why the girls themselves are to blame for not being able to reach career heights. It was expected that among the limiting factors Loden would list the low self-esteem inherent in many women, their indecision, emotionality. But instead, Marilyn voiced objective, independent of behavior and self-esteem, social norms, expectations, prejudices that clip the wings of even the most intelligent, determined and stubborn girls.

By the mid-1980s, the term "glass ceiling" had become common. And in 1991 it was completely official. This happened after the experts of the US Congress received statistics that clearly showed that despite the increased number of working women, the percentage of leaders among them is still much less than among men. Moreover, this disproportion cannot be explained by the difference in experience, education or personal qualities. In this regard, Congress created a Federal Commission to Investigate the Glass Ceiling Problem.

It quickly became clear that not only women suffer from the invisible barrier limiting career and social growth. Many people come across a glass ceiling in one form or another, especially from among minorities - racial, ethnic, religious. For example, an energetic and intelligent man of the “wrong” nationality or low social background at a certain stage of his career may also find that the position of a top manager does not shine for him. Simply because the established "elite" is not ready to accept him into their circle.

Where does the glass ceiling come from?

The main reason for the glass ceiling is believed to be persistent social prejudice. They have existed in a patriarchal society for centuries. And now, when the world has changed dramatically, they simply do not keep up with it.

Here are just a few factors that limit the career and social growth of women and members of various minorities.

Gender stereotypes

In a poll conducted by the American Gallup Institute This institute is engaged in the study of public opinion. in 2001, it became clear that most Americans view women as more emotional, talkative and patient, and men as more assertive and courageous. It is not hard to see which of these two gender stereotypes is best suited for a leadership role. But it is on the basis of these ideas that top managers of various companies decide which of the employees is worthy of promotion, and who will endure in the old position.

Yes, 20 years have passed since 2001, and gender stereotypes have changed somewhat. The glass ceiling is cracked. But it hasn't split yet: for example, in 2015, white men made up up to 85% of managers and board members in the 500 largest companies in the world. Women and representatives of other discriminated groups accounted for only about 15% of leadership positions.

The coronavirus pandemic further highlighted the fact that the glass ceiling is still there. For example, in December 2020, due to lockdowns and the economic crisis, 140,000 people lost their jobs in the United States. They were all women. Moreover, most of them belonged to discriminated racial groups. That is, when deciding which of the employees to give the opportunity to continue their careers, and whose services to refuse, employers confidently make a choice in favor of men or at least white-skinned women.

Uneven distribution of social roles

A separate problem is the social roles traditionally assigned to women and men. Caring for children, ill or elderly relatives, even in progressive American society, is primarily a woman's concern.

For this reason, women are often forced to take career breaks and work part-time. Or to recycle, not having the opportunity for rest and recovery: during the day in the office, in the evening and on weekends - on the "second shift" associated with caring for children and home.

All this does not allow you to concentrate on your career: there is neither time nor energy left for ambitious goals.

High criticality towards the "wrong" employees

It is much easier for a “boy from a good family” who was educated at a prestigious university to find a job than for the same “boy” who grew up in a poor area and studied in a middle-class institution. If the former is considered worthy of a successful career by default, the latter will still have to prove that he is worth anything at all.

The same rule applies to women. Leaders are more critical and harsh about their abilities and experience than men.

Negative attitude towards upstarts

On the one hand, more energy, confidence, pressure is expected from the “not that” employee than from the “such” one. On the other hand, if we are talking about a woman, she "must" show stereotypically feminine qualities - restraint, patience, friendliness, obedience.

An ambitious girl who demonstrates leadership skills often causes negativity in her superiors. She is perceived as an upstart and a challenge to male pride. As a result, having made her way to the position of the middle management level, the employee finds herself alone. She has few or no supportive colleagues and leaders, as most of them are men.

Inability to find a mentor

For men, mentors - higher-level leaders who provide them with professional support - contribute to their career growth.

For women, this is more difficult. Male bosses avoid this role because they fear it could be viewed as sexual interest and undermine their reputation. And there are still too few women directors to look for a mentor among them.

Is it possible to break through a glass ceiling

Unfortunately, there are no guaranteed strategies to do this yet. This is an evolutionary process: society must get used to the fact that women or members of minorities are increasingly actively building their careers and participating in professional life.

Although there are exceptions to each rule, overcoming the glass ceiling still requires a huge amount of effort. If you belong to a discriminated group, you will most likely have to work twice as much and as active as your white male colleagues.

There is also good news: the society is ready to change. Women and minorities are increasingly becoming major political players, and they are more and more among company leaders. It is only necessary for this process to continue.

What to do if you hit the glass ceiling

First of all, admit that this is not your fault. Glass ceiling is a social problem that does not yet have a clear solution. In each specific case, you have to choose your own strategy of action. Here are some options.

Talk to your employer

People often act on the basis of established stereotypes. Therefore, your boss may simply not understand that there is a glass ceiling and gender restrictions in the company. Sometimes it is enough to discuss this problem with the manager in order to take a step towards its solution.

Consider changing jobs

This is an option in case you can't get through to your superiors. There are two ways:

• Consider starting your own business. In this case, you will not depend on stereotypes of employers.
• Look for jobs in companies with more female or discriminated minority leaders. This increases the chances that a glass ceiling does not exist in a particular organization.

Take care of yourself

Experts from the American medical resource HealthLine argue that the stress caused by a collision with a glass ceiling can affect physical health. Nervousness, increased fatigue, weakness, depression, problems with digestion and sleep, pain of unknown origin are just some of the side effects.

To reduce these negative reactions and regain strength, take care of yourself:

• Try to exercise regularly. Go to fitness, swim, bike, dance at least a few times a week.
• Learn to manage stress. Perhaps you should sign up for yoga or learn to meditate. Regular meetings with a therapist are also a good option.
• Take time for a hobby. Do what you enjoy more often.
• Sleep at least 8 hours a day. If you can't sleep, use scientifically proven life hacks: give up gadgets an hour and a half before you plan to go to bed, drink something warm before bed, ventilate the bedroom and lower the temperature there.
• Try to see your friends and family more often. You may not notice it right away, but this communication will become your emotional support.
• Look for people like you. You are far from the only person faced with a glass ceiling. Try to find like-minded people - at work, in social networks, among friends. Some of them will be below you on the career ladder, some above. In any case, you can share experiences, get advice, find a mentor or become one for someone else. Mutual support is the factor that will one day help overcome the glass ceiling effect, including on a global scale.