The Tribune

By DEIDRE BASTIAN

The term ‘glass ceiling’ refers to an invisible but all-too-real obstacle depicting the challenges and limitations faced by a specific group of employees. While the ‘glass ceiling’ may be intangible, it has become a formidable phrase in the realms of human resources and company development, representing the unspoken and - often unintended - biases that halt the progression of certain demographics within a firm.

In an age where equality is pitched as a cornerstone for corporate culture, understanding this concept is crucial. This unwritten but universally known barrier restricts career advancement for certain groups, particularly women and minorities. Its impact is very real, as it impacts diversity, workplace equity and career growth.

What is the Glass Ceiling?

The glass ceiling is a metaphorical expression used to describe the invisible barriers that prevent certain groups, most notably women and minorities, from rising beyond a certain level in a company regardless of their qualifications or achievements. Diversity and inclusion efforts have broadened the concept and included other groups, such as people of colour, individuals with disabilities and others in the community.

Primarily observed in the context of career advancement, the glass ceiling constitutes an intangible, yet powerful, obstruction on the path to executive roles and the higher echelons of corporate leadership.

What it means for employers

Employers who understand the ‘glass ceiling’s implications can take proactive steps to dismantle it by:

Talent Utilisation: By preventing qualified individuals from progressing, employers miss out on a diverse range of skills that could drive innovation and competition.

Legal and Ethical Concerns: Ignoring the glass ceiling can lead to legal repercussions concerning discrimination and equal opportunity employment, not to mention the ethical duty to uphold fair practices.

Employee Motivation and Retention: If employees perceive insurmountable barriers in their career paths, they may become demotivated or search for opportunities elsewhere.

What it means for employees

For employees, the ‘glass ceiling’ represents a myriad of professional and personal concerns such as:

Career Limitation: Growth stunted, with no clear indication as to why, which can be confusing and demoralising.

Financial Disparity: Unable to secure promotions due to the glass ceiling, which often faces a consequent wage gap.

Job Satisfaction: Encountering such barriers leads to decreased job satisfaction, which erodes an individual’s confidence in their professional capabilities.

Addressing the glass ceiling

* Conduct unconscious bias training to make current and future leaders aware of their implicit biases.

* Promote mentorship and sponsorship programmes, focusing on high potential women and minorities.

* Establish transparent criteria for promotions, and ensure that recruitment from within is genuinely accessible to all.

* Commit to diversity at all corporate levels and hold leaders accountable for fostering inclusivity.

Ultimately, breaking the glass ceiling is not a solo endeavour. It requires a co-ordinated effort throughout the corporate structure to cultivate an environment that allows an employee a fair opportunity to excel and contribute fairly to their fullest potential.

Moreover, the ‘glass ceiling’ is not only detrimental to individuals facing this invisible barrier, but it also impacts the overall health of a company. Therefore, employers have a responsibility to recognise these barriers and actively work towards creating an inclusive and equitable workplace. Live life for memories and not regrets. Enjoy life and stay on top of your game.

NB: Columnist welcomes feedback at deedee21bastian@gmail.com

About columnist: Deidre M. Bastian is a trained graphic designer/brand marketing analyst, international award-winning author and certified life coach.