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Stuck between Glass Ceiling and Glass Cliff – Tips for Employers

Stuck between Glass Ceiling and Glass Cliff – Tips for Employers

Welcome to the final installment of our series, where we shift the spotlight to employers and organizations, exploring actionable steps they can take to dismantle the glass ceiling and mitigate the effects of the glass cliff.

In the previous parts about The Basics and Tips for Women, we delved into the complexities of the glass ceiling and the glass cliff, examining how these barriers manifest in women’s careers and the challenges they pose. Now, we turn our attention to employers and their role in fostering a more inclusive and equitable workplace for all.

Jump directly to the section of interest or read on:

The Origins of Glass Ceilings and Glass Cliffs

It is crucial to examine the underlying factors and dynamics at play if one wants to understand how glass ceilings and glass cliffs come about in companies. From systemic biases and stereotypes to entrenched cultural norms and organizational structures, these barriers often stem from a combination of internal and external influences. In this section, we explore the root causes of glass ceilings and glass cliffs within companies, shedding light on the mechanisms that perpetuate gender inequity and hinder women’s advancement.

Once the origins of these barriers are well understood, employers can identify areas for intervention and implement targeted strategies to promote diversity, equity, and inclusion in the workplace. From inclusive hiring and promotion practices to leadership development programs and mentorship initiatives, there are numerous opportunities for organizations to create a more level playing field for women and other minorities to thrive.

The Root Causes for Glass Ceilings

Following are the most relevant factors that contribute to the creation and perpetuation of the glass ceiling in organizations. Addressing these underlying issues is essential if employers want to seriously dismantle barriers to women’s and other minorities’ advancement and creating more equitable and inclusive workplaces.

Systemic Biases: Deep-rooted biases and stereotypes within organizational cultures and structures contribute to the creation and perpetuation of glass ceilings. These biases may manifest in hiring, promotion, and compensation practices that favor certain demographics over others, creating barriers to advancement for women.

Lack of Representation in Leadership: Historically, the upper management levels have been populated by men. Limited representation of women in senior leadership positions can reinforce the perception of a “boys’ club” culture within organizations, making it difficult for women to break through the glass ceiling. Without visible female role models and advocates in leadership roles, women may face greater challenges in accessing opportunities for advancement.

Gendered Expectations and Norms: Societal expectations and norms around gender roles and behavior can influence workplace dynamics and contribute to the glass ceiling. Stereotypes about women’s capabilities, leadership styles, and career aspirations may result in unconscious biases that limit women’s opportunities for career advancement and leadership roles.

Unequal Access to Resources: Disparities in access to resources, such as mentorship, networking opportunities, and professional development programs, can exacerbate the glass ceiling. Women may face barriers to accessing critical resources and support systems that are essential for career advancement, further perpetuating gender inequities in the workplace.

Work-Life Balance Challenges: The intersection of gender and caregiving responsibilities can create additional barriers to women’s career advancement. In most cases, caretaking responsibilities still lie with female family members. Women often face pressure to balance work and family responsibilities, leading to career interruptions, reduced opportunities for advancement, and the perception of being less committed or ambitious compared to their male counterparts.

Unconscious Bias in Performance Evaluation: Unconscious bias in performance evaluation processes can contribute to the glass ceiling by systematically undervaluing women’s contributions and skills. Biased performance reviews, feedback, and promotion decisions may result in women being overlooked for advancement opportunities or unfairly judged based on gender stereotypes.

The Root Causes for Glass Cliffs

Let us highlight some of the tangible factors that contribute to the creation and perpetuation of the glass cliff in organizations. Addressing these underlying issues will go a long way in mitigating the effects of the glass cliff.

Crisis Situations: Quite often, women are appointed to leadership roles during times of organizational crisis or instability, such as restructuring, financial downturns, or periods of strategic transition. This phenomenon can be attributed to a variety of factors, including a desire for change or a perceived need for a different leadership approach to address the challenges facing the organization.

Risk Aversion: There may be a tendency for organizations to take greater risks in appointing women to leadership roles when the likelihood of failure is perceived to be higher. This risk-taking behavior can stem from a belief that women are better equipped to handle challenging situations or that their leadership style may be better suited to navigating uncertainty and volatility.

Tokenism and Symbolism: Women may be appointed to leadership roles as a symbolic gesture or token representation, rather than based on their qualifications or experience. This tokenism can result in women being placed in precarious leadership positions where the odds of failure are higher, as their appointment may be seen as a symbolic attempt to address gender diversity issues rather than a strategic decision based on merit.

Heightened Scrutiny: Women leaders on the glass cliff often face heightened scrutiny and expectations compared to their male counterparts. The greater scrutiny of their performance, leadership style, and decision-making, can create additional pressure and stress. This heightened scrutiny can make it more challenging for women to succeed in leadership roles and increase the likelihood of failure.

Limited Support and Resources: Women on the glass cliff may receive limited support and resources from their organizations, further exacerbating their precarious situation. They may lack the necessary support networks, mentorship, and resources to succeed in their roles. This results in increasing the likelihood of failure and reinforcing gender stereotypes about women’s leadership abilities.

Organizational Culture: The culture and values of an organization can play a significant role in creating and perpetuating the glass cliff. Cultures that prioritize short-term results over long-term sustainability, value risk-taking and experimentation, or lack diversity and inclusion may be more prone to placing women in precarious leadership positions where the risk of failure is higher.

Scapegoating and Gender Bias: In some cases, women may even be appointed to leadership roles during times of crisis as a form of scapegoating or to deflect blame away from male management members. This horrible practice, rooted in gender bias and stereotypes, involves using women as a “fall guy” to absorb criticism and protect the reputations of male, more valued counterparts. Women leaders on the glass cliff may become targets for blame regardless of their actual performance or capabilities.

How to Dismantle the Glass Ceiling

Now we would like to take a closer look on how to empower employers with knowledge, tools, and resources they need to dismantle the glass ceiling. The following concrete steps provide a roadmap for employers to actively dismantle the glass ceiling and create a more inclusive and equitable workplace for all employees.

Implement Inclusive Hiring and Promotion Practices

Provide Equal Access to Development Opportunities

Address Pay Equity and Compensation Disparities

Foster Inclusive Leadership and Organizational Culture

Support Work-Life Balance and Flexibility

Promote Women into Leadership Positions

How to Mitigate the Effects of the Glass Cliff

Now we would like to take a closer look on how mitigate the effects of the glass cliff, and create leadership opportunities where women are set up to succeed.

Ensure Clear Role Expectations and Support

Establish Performance Metrics and Accountability

Establish a Circle of Advisors, Support Networks and Peer Communities

Offer Targeted Development and Skill-Building Opportunities

Promote a Culture of Learning and Innovation

Offer Psychological Support and Well-Being Resources

Provide Trauma-Informed Counseling

A Strong Case for Gender Diversity

Today, employers face a very competitive business environment and organizations that face the task of breaking through the barriers of glass ceilings and mitigating the risks of glass cliffs are going to be the ultimate winners. Beyond the moral imperative, there exists a strong business case for promoting gender diversity at all levels of the organization. Employers can unlock significant financial and reputational benefits, driving sustainable growth and success just by dismantling these barriers.

We're long past having to defend or explain why women should be on boards, given all the data that shows how companies with female as well as male directors perform better. It's unfortunate when companies with a large percentage of women constituents don't reflect that in their boardrooms.
Anne M. Mulcahy
Anne M. Mulcahy
Former Chairperson and CEO of Xerox Corporation

Reasons against Glass Ceilings and Glass Cliffs

Monetary Impact

In the current competitive landscape, the data are unmistakably clear. Companies committed to diversity and inclusion significantly outperform those that aren’t. It is as simple as that. Companies with diverse leadership teams consistently outperform their peers in terms of financial performance. Research shows that organizations with greater gender diversity at the executive level achieve higher profitability and return on investment, translating into tangible financial gains for shareholders and stakeholders.

According to the latest McKinsey Diversity Matters report, companies committed to diversity have shown a 39 percent increased likelihood of outperforming others when it comes to ethnic representation. Additionally, companies with more than 30 percent female representation in executive teams are significantly more likely to financially outperform those with fewer women. Similarly, companies in the top quartile for ethnic diversity exhibit an average 27 percent financial advantage over others. Conversely, organizations in the bottom quartile for both ethnic and gender diversity are 66 percent less likely to outperform financially on average. These findings highly suggest that a lack of diversity may incur increasing financial costs over time.

Reputational Impact

Organizations that prioritize gender diversity and inclusion build stronger brand reputations and enhance their competitive positioning in the market. By demonstrating a commitment to diversity and equality, companies can attract and retain top talent, foster customer loyalty, and differentiate themselves from competitors, thereby strengthening their brand equity and market presence.

By analyzing the impact of D&I on corporate reputation, communications strategy and CSR, it should be understood that while it is important and acceptable to recognize color and diversity, it’s even more important how that color and diversity are treated and leveraged in the workforce.

Source: “The impact of diversity and inclusion on corporate reputation, communications strategy and social citizenship”, Parm Chohan, MCM; McMaster University in partnership with Syracuse University Summary of Capstone, September 2017

Mitigating Risk and Enhancing Decision-Making

Gender-diverse leadership teams are better equipped to navigate complex challenges and make informed decisions. By leveraging diverse perspectives and experiences, companies can identify potential risks, anticipate market trends, and capitalize on opportunities, thereby enhancing their agility, resilience, and long-term sustainability.

Talent Development and Retention

Organizations that prioritize gender diversity attract and retain top talent, creating a more inclusive and supportive work environment. By providing equal opportunities for career advancement and professional development, companies can foster employee engagement, loyalty, and productivity, reducing turnover costs and maximizing the potential of their workforce.

Innovation and Creativity

Gender-diverse teams drive innovation and creativity, fueling product development, and market expansion. By embracing diversity of thought and perspective, companies can stimulate creativity, encourage collaboration, and develop innovative solutions that meet the evolving needs of customers, driving growth and competitive advantage in the marketplace.

The Positive Impact of Gender-Diverse Leadership on Innovation

“Gender-diverse leadership teams are not just a milestone for equality but a catalyst for innovation in tech. Such teams bring a variety of perspectives, experiences, and problem-solving strategies to the table, enabling more creative and comprehensive solutions. Diverse teams are more adept at reflecting the global market, understanding different customer needs, and fostering a culture of innovation.”

Source: “Can Gender-Diverse Leadership Teams Boost Innovation in Tech?,” WomenTech Network

Legal and Regulatory Compliance

Promoting gender diversity helps organizations comply with legal and regulatory requirements related to diversity and equal opportunity. By proactively addressing gender disparities and promoting inclusive practices, companies can mitigate the risk of litigation and regulatory sanctions, safeguarding their reputation and credibility in the eyes of stakeholders and the public.

Closing Thoughts

The above outlined hard facts and arguments underscore the compelling business case for dismantling glass ceilings and mitigating glass cliffs, emphasizing the significant financial and reputational benefits that organizations can achieve by fostering gender diversity and inclusion.

While reflecting on the challenges of glass ceilings and glass cliffs, it becomes evident that these barriers not only limit individual potential but also hinder organizational success. The detrimental effects of these barriers make it evident why taking proactive steps to address them is not an “if” situation but rather a “when” situation. In our second part we shared tips for women faced with glass ceilings or on glass cliffs, but the power to create a more equitable and inclusive workplace where every individual has the opportunity to thrive truly lies with organizations. As an organization, commit to dismantling glass ceilings and mitigating glass cliffs, not only for the benefit of individual careers but also for the advancement of your organization and the broader community. Start building a workplace where talent is recognized and rewarded based on merit, regardless of gender, and where every individual has the chance to reach their full potential. It is the only way forward for your organization to stay relevant in the future.

Stuck between Glass Ceiling and Glass Cliff: The Basics

Let's look into the basics of glass ceilings and glass cliffs

Stuck between Glass Ceiling and Glass Cliff: Tips for Women

Practical strategies for women to overcome the challenges
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