The glass ceiling concept refers to the invisible barrier that prevents certain employees—often women and minority groups—from advancing into leadership roles or higher levels of management. Employees who experience this phenomenon are not considered for promotions beyond a certain point, regardless of their qualifications or achievements.
Despite modern efforts toward workplace equality, many organizations still struggle with breaking these hidden barriers. Detecting a glass ceiling is the first step toward dismantling it, but this can be challenging since these obstacles are often subtle and systemic.
Lack of diversity in leadership roles
A major red flag that points to the existence of a glass ceiling within an organization is the underrepresentation of:
- Women
- People of color
- Marginalized groups
When all senior leadership positions are homogeneously occupied, it points to the sad reality that some employees’ careers may not advance within that organization.
If an organization is diverse at entry levels, employees should expect the same representation in senior leadership positions. Otherwise, this could indicate that the company has barriers that limit upward mobility. Reviewing the gender and ethnic composition of executives and board members is a useful starting point.
Stagnation in career growth for certain employees
Employees could be facing the glass ceiling if, despite undeniable qualifications, they are constantly overlooked for:
- Promotions
- Pay raises
- Career development opportunities
Conducting a performance versus promotion audit can reveal if some employees are hitting a plateau because of systemic bias rather than merit.
Unclear promotion criteria or lack of transparency
When promotion processes are ambiguous or heavily reliant on subjective assessments, bias can easily influence decisions. A company may have a glass ceiling if promotion requirements are unclear or unwritten rules disadvantage certain groups.
Gender pay gap and unequal benefits
The existence of significant pay disparities between men and women or between majority and minority employees performing similar roles is a sign that inequality may extend to advancement opportunities. Pay audits and public reporting can shed light on whether wage inequalities reinforce the glass ceiling.
Employees who suspect their organization has a glass ceiling might wonder how they can advocate for themselves. Such individuals can benefit from booking a free, confidential consultation with Schonbrun Seplow Harris Hoffman & Zeldes, LLP to better understand how they’re being discriminated against and explore suitable legal avenues designed to see justice done.