What Is the Glass Ceiling?

The glass ceiling is a concept that emerged in the 1970s and is still relevant in the workplace today.

What Is the Glass Ceiling?

In feminism, the term "glass ceiling" refers to an invisible barrier made up of discriminatory gender stereotypes that prevents women from rising beyond a certain point in an organization or hierarchy. The term is most commonly used in business organizations where women have struggled (or found it impossible) to be hired for or promoted to high-level positions, and a working woman was paid less than a working man for equivalent work and qualifications.

In intersectional activism, the glass ceiling metaphor can also refer to the invisible barriers that prevent people of color, LGBTQ+ people, and other underprivileged groups from advancing in their careers. The "glass escalator" (or the ease with which men, particularly white men, ascend in the labor force), the "glass cliff" (or the increased likelihood of women receiving leadership roles in times of crisis), and the "frozen middle" are all related terms.

An Overview of the Modern Glass Ceiling

Since the 1970s, the "glass ceiling effect" has been discussed in the United States:

1970s: In the late 1970s, diversity advocate Marilyn Loden coined the term "glass ceiling" to describe the invisible barrier that prevented female employees from rising through the corporate ranks and assuming leadership positions. Women began to protest the glass ceiling and fight for workplace gender equality throughout the 1980s, particularly through publications such as Gay Bryant's The Working Woman Report.

1990s: With increased awareness of the glass ceiling, the US Department of Labor established the Glass Ceiling Commission in 1991 to investigate workplace gender inequality and develop recommendations for breaking the glass ceiling. In 1995, the commission issued its report, which included recommendations for the advancement of women in the workplace, such as policies to increase the number of women in the workforce and reduce gender discrimination.

Today: Society is making significant progress in permanently breaking down the glass ceiling; for example, the number of female CEOs (or C-suite executives) in Fortune 500 companies has increased between the 1990s and today. However, the glass ceiling still exists, particularly for Black women, other underrepresented groups, LGBTQ+ people, and others. More targeted efforts can help combat sexism and promote workplace equality.

Why Is There a Glass Ceiling?

The glass ceiling in the workplace is caused by gender bias in hiring, daily operations, promotion, and salary practices. Companies have generally avoided advancing women in the workplace because they perceive women to be more emotional, less intelligent, or better suited to work at home. Furthermore, companies frequently perceive career-focused women as unnaturally aggressive or rude, while rewarding similar traits in male counterparts. Because of significant barriers such as office bullying and sexual harassment, women may leave before achieving executive-level or higher-level roles in certain workplaces.

How to Break the Glass Ceiling

Here are some things your company can do to help break the glass ceiling and promote gender equality in the workplace:

Examine the company's diversity. The most obvious sign of a glass ceiling in your workplace is if diversity decreases as you advance to higher-level decision-making positions. Examine your company's senior management and executive positions to see if there are any major women leaders or an overwhelming majority of men or white people”if so, begin identifying reasons why women and people of color are unable to break through the invisible barrier.

Pay equally. The gender pay gap”the fact that men make more money than women at the same level and with the same qualifications”is a significant quantifiable consequence of inequality. Make pay grades transparent in your company, and ensure that men and women earn the same regardless of job level or qualifications.

Create opportunities for mentoring and networking. Many employees affected by the glass ceiling experience feelings of isolation; they find it difficult to connect with other employees in order to effect positive change in their situations. To combat this, provide ample mentoring and networking opportunities in your company, particularly for women and people of color, to encourage stronger bonds and empowerment, to create a healthier work environment, and to facilitate better professional development and mental health.

Keep intersectionality in mind. The glass ceiling extends beyond gender to include race, ethnicity, sexual orientation, and other factors. In fact, the glass ceiling affects and limits women of color, transgender women, and women from other disadvantaged groups far more than white women. Keep in mind the disparity in privilege between cisgender white women and BIPOC and LGBTQ+ women as you work to break the glass ceiling, and provide extra support and opportunities to those who need it the most.