Breaking the “Glass Ceiling”

A glass ceiling is a political term used to describe "the unseen, yet unbreakable barrier that keeps minorities and women from rising to the upper rungs of the corporate ladder, regardless of their qualifications or achievements.

The “glass ceiling” still exists for women in the workplace — despite statistics that indicate females’ pay rose faster than males’ during the past decade.

Do you feel that you've gone as far as you can with your current employer?

Despite knowing that you have much more potential, is there a limit for "people like you" in your organization?

If so, you've hit what's known as the "glass ceiling." This is the point at which you can clearly see the next level of promotion – yet, despite your best effort, an invisible barrier seems to stop you from proceeding.

Traditionally, the glass ceiling was a concept applied to women and some minorities. It was very hard, if not impossible, for them to reach upper management positions. No matter how qualified or experienced, they simply were not given opportunities to further advance their careers.

Today, there are many more women and minorities in powerful positions. However, the glass ceiling is still very real. And it's not always limited to gender or race.

Have you been pushed up against a glass ceiling? This can happen for many different reasons. Are you too much the champion of change? Do you have difficulty communicating your ideas? Are you quieter and less outgoing than the people who get promotions?

Whatever the reason, you have a choice. You can accept your situation and be happy with looking up and not being able to touch what you see, or you can smash the glass with purpose and determination.

If you do, indeed, want to break through that glass, here are some steps to take.

1.   You want to break through rather than shatter the glass ceiling.  If enough women break through, the ceiling will shatter on its own.  But if you, as an individual, try to shatter it on your own, you are more likely to fail.

2.     Do not ask for permission for a seat at the table. It’s too much like a child asking to sit at the grown-up table at Thanksgiving.  Demonstrate why you should be there.  If you’re still not invited, consider showing up uninvited, but  the risk of marginalization is even greater.

3.     Play the talent card.  You should be recognized for your talent, not your gender.  If you focus too much on your gender, you undermine your talent.  Don’t be afraid to let others know your accomplishments. Confidence can be displayed with humility. They are not mutually exclusive

4.     Pick your battles. If you don’t choose your battles wisely, you will spend your life fighting battles rather than advancing your career.  When men go to strip clubs while away on business, that’s a battle worth fighting.  When a guy says “guys,” perhaps let that one go.

5.     Don’t get stuck in affinity groups. Affinity groups for women can be great, particularly where there are entrenched boys’ clubs.  Jim Beam is often the de facto head. But affinity groups are a means to an end and not an end in of themselves.  Focus on gender-related obstacles in the context of overcoming them and overcome them outside of the affinity group.  While a safe place, the affinity group should be a launching pad and not a landing pad.

6.     Create alliances with men.  Seek male mentors and mentor men -- as well as women mentors and mentees.  Whatever you do, don’t segregate yourself. Men as a gender are not the enemy.  Troglodytes of both genders are. Find men who get it and support and seek their support.

7.     Frame women’s issues as human issues and raise them in the context of business issues.  For example, while women and men alike have work-life balance issues, women are still more likely than men to have primary caregiver responsibilities.  How does limiting the potential of caregivers limit your organization’s profit potential? Don’t get me started.

8.     Don’t assume all women are allies.  Some women are harder on women than they are on men. Don’t try to change them.  Align with women who favor equal opportunity and who support both women and men who face challenges.  In this context, also stay away from women who only help women or who bash men as a competitive support.  These women create business and legal risks.

9.     Don’t ignore the micro-inequities which, when taken together, create macro exclusions.  We all know that lunches, golf outings, etc. are opportunities to bond and share information, etc.  Ask men to lunch.  Plan outings that include men and women.  Create your own micro-equities.  If you are not invited to the party, throw a better one. 

10.        Be yourself.  Don’t try to out-man Cro-Magnon man.  Knuckle drugging is not becoming of men. It is no more becoming of women, either.  So speak with your own voice and don’t go through life quietly. I know I don’t!