What is Glass Ceiling?

A glass ceiling is a metaphor that usually refers to the barriers applied to people of marginalized genders that prevent an oppressed demographic and women from rising beyond a certain level in a hierarchy. It represents a blockade prohibiting women from advancing toward the top in the hierarchical position. These women are prevented from getting promoted, especially to the executive rankings within their organization. The ‘glass ceiling’ is an invisible barrier beyond which minorities, particularly women in middle-level management, never advance. It refers to the situation in which a qualified person desiring to progress within their organization's hierarchy is halted at a lower level due to prejudice, primarily based on gender or ethnicity.

 No matter how invisible the glass ceiling is, it is an obstacle difficult to overcome. The metaphor was first used by feminists in reference to barriers in the careers of high-achieving women. It was coined by Marilyn Loden during a speech in 1978. According to the world Economic Forum’s 2022 Global Gender Gap Report, 63% of men are in leadership roles, and only 37% of communications women are in leadership roles. The concept of the glass ceiling was later popularised in 1986 by ‘Wall Street Journal’ article discussing the corporate hierarchy system and the invisible barriers preventing women from advancing in their career paths. Glass ceiling still exists across various industries for different groups of people. Men still occupy most executive positions, such as incorporations and other positions of power. They are still present in the workforce even after paying attention to these barriers. The glass ceiling phenomenon reflects the ‘Verticals Segregation’ process generally done against women within companies. Despite strides in female entrepreneurship, the glass ceiling in India remains a formidable obstacle, shaped by societal norms, family obligations, and organizational biases

Reasons for Glass Ceiling                                                               

A Racial or gender gap that grows wider over a career, and one of the main reasons for this in India is the societal pressure on women. The prevalence of gender disparity and unequal pay are entirely opposed, and this has also remained a major gender bias in career advancement for women in large organizations. In addition to gender roles, women are often stereotyped for household work, and issues such as male dominance, child care, pregnancy, lack of family-friendly workplace policies, sexual harassment, attitudinal and organizational prejudices etc., are some reasons that prevent women from breaking down the glass ceiling. But it's not just how women are treated but it's also how their peers and leaders view them. Women and minorities are deprived of good, exclusive guidance & mentorship. Because of that, they don't get ample opportunities to create better connections with high authorities and demonstrate their diligence.

 Steps to Tackle the Glass Ceiling

 In today’s world, women are capable of enduring any challenge. Women face many challenges in their lives right from birth. They are taught to sacrifice their dreams and aspirations for the sake of their family. Actually, women are no less than men it’s essentially the patriarchial mindset of the society that hinders their growth in any sector.

Organizations Should Take the Following Measures to Combat the Ceiling:

1. Educate and train employees about anti-discrimination laws: arrange training programs to raise awareness against discrimination. If the company offers equal opportunities to every employee, the firm's goodwill will increase, which will benefit the firm in the long run.
2. Women should be fairly compensated for their efforts and hard work; equal pay for equal work must be encouraged.
3. Blind screening should be encouraged: In blind screening, the personnel information of the candidate is not shown, and they are judged only based on their skills. This helps to avoid gender-biased decisions. Blind screening has increased the selection of female employees by 40%.
4. Encourage robust feedback mechanisms. There should be an internal complaint committee or a grievance cell to report discrimination against women. Employees should feel free to share their opinions about the prevailing conditions in the workforce so that they can open up about their experiences and share any untoward experiences that have happened to them or someone they know. This will help in effectively resolving problems.
5. Moral and ethical work environment: People working in an organization should be educated enough to differentiate between right and wrong.
6. Equal job opportunities: The UNGC study found that raising women’s participation in the labor force to the same level as men's participation can boost India’s GDP by 27%. Despite all the hardships, women have proved themselves in every field. Equal job opportunity should be given to all based on their skill, knowledge, and ability, not gender.
7. Women’s role in Breaking the Glass Ceiling
8. Believe in yourself and your capabilities, which only you can. We just need to search for our unique elements and utilize them for our betterment. You were born to conquer the world.
9. Avoid toxic people who underestimate your capabilities- You must distance yourself from people who degrade your abilities. Make wise choices and evaluate the right mentors at various stages of your career.
10. Make sure your mental health has been taken care of. Don’t let anyone convince you that breaking the glass ceiling is impossible, as it is not.
11. Take support in need and be the support each other in tough times.
12. Take risks or lose opportunities. Move out of your comfort Zone - What you risk reveals what you value. Nothing great comes without taking risks. Be bold enough to grab every possible opportunity.
13. Dream big to achieve big- Girls, do not limit your dreams. Your dreams are your future. Follow your dreams religiously. Achieve beyond your dreams and become an inspiration for others. Be proud of who you are.

This invisible ceiling seems unbreakable and is one of the leading causes of women’s under-representation in top-level management. However, Indian women, including Indra Nooyi, Simone Tata, and Kiran Mazumdar-Shaw, have been breaking through this barrier. Glass ceilings occur for four fundamental reasons: self, family, organizations, and society. At the personal level, people frequently have self-limiting ideas and actions that inhibit them from actively seeking power and position.

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