Invisible glass ceiling and obstacles for working women: A glance
Dr Preetham Pai, Professor, Department of
Kaumabhritya-Balroga,
Bharati Vidyapeeth(deemed to be) University College of
Ayurved, Pune
The term "glass ceiling" was coined by Marilyn Laden in 1978, when she was a panellist at the women's expo in New York. The term was coined to describe the barriers that women face in their careers. We have commonly come across this term in discussions over the past decade, either in the entertainment industry or the corporate sector.
Though these cultural and caste differences are common to
both males and females, women have to face additional barriers.Whereas for men, they have always received support
from their fellow men who are in executive positions at organisations, educational
institutions or the corporate sector. If a woman has to give an opinion or make
her voice heard, let alone get a deserved promotion, she has to work twice as hard
and has to fight for it every time. It is never easy for her. Since it is
never served on a platter.
Many corporate leaders
have publicly emphasised the value women bring to organisations. For example, Julie
Sweet, Chair and CEO of Accenture, has consistently advocated for gender
equality, stating that diverse and inclusive workplaces perform better and
drive stronger innovation and growth. Yet, despite such endorsements,
statistical evidence reveals the persistence of the “glass ceiling.” Women
constitute nearly half of the global workforce but hold only about 10% of CEO
positions in Fortune 500 companies and less than one-third of senior leadership
roles. According to reports by McKinsey & Company in collaboration
with LeanIn.Org, for every 100 men promoted to managerial roles,
significantly fewer women receive similar promotions—creating an early
leadership gap that widens over time. These disparities in representation,
promotion rates, and pay clearly demonstrate that while opportunities appear
open in theory, invisible structural barriers continue to restrict women’s
advancement at the highest levels.
Figure 1 'The glass ceiling' by toons(cartoon) courtesy Toonpool
These disparities may be because of the century-old
tradition that leads us to believe that women are good at only running the household. In the last century
itself, we have seen women succeeding at different roles, like being a
scientist or a teacher or educational reformer or as a police officer, where she
has successfully lead such esteemed positions by example. she has achieved all
of this by also taking up responsibilities at home, looking after her
children’s needs, caring for her parents and in-laws alike. Somehow, even if
the lady is highly qualified, the responsibility of the house fell on her
already-burdened shoulders. As girls received education and became qualified,
we failed to teach equality between boys and girls at home. In most households,
the responsibilities at home and work are inequally distributed among boys and
girls. This rule has continued into adulthood. Hence Men are not expected to
give a helping hand with the household chores. Whereas the woman has to shoulder
the responsibilities both at home and at the workplace. Inequality amongst the
sexes is one such barrier that we have created in our society. Since young age,
girls and boys should be treated equally at home. Responsibilities, either
domestic or professional, should be divided equally among them. If such good
habits are inculcated at home, then society will not differentiate between the
sexes, and there will be a hopeful future with equal opportunities for both
genders.
Therefore, it is high time that we seriously consider the
invisible ceiling that lies before us, women. This invisible ceiling can be a privileged
male worker getting the best opportunities, a non-cooperative husband who
expects the wife to be a stay-at-home mom/being on maternity leave, etc.
Figure 2 Hope for the future. Image generated by AI
So, as women, how do we break this invisible ceiling when
it is not visible at all? Some of the pointers that I would suggest are as
follows:
· Strong voices matter: In a man’s world,
a lady receives a lot of criticism if she speaks her mind, gives opinions and is
generally penalised for it. Without thinking much about the backlash, it is
high time that women speak up and share their experiences in team meetings. By
doing so, she will be recognised for her exceptional capabilities and will be
rewarded with promotions. Visibility leads to
recognition, and recognition paves the way for leadership opportunities.
·
Celebration
of motherhood: Instead
of penalising women through demotions or withdrawal of responsibilities during
maternity leave, organisations should recognise and respect this phase as an
essential and valuable part of life. Supporting women during maternity fosters
loyalty and long-term commitment.
· Seek Mentorship and Sponsorship: Identify mentors irrespective of sex who are willing to guide,
advocate, and recommend women for leadership roles.
· Upgrade Skills Continuously: Women should invest in soft skills like leadership training, negotiation
skills, financial literacy, and emerging technologies to stay competitive,
achieve excellence and be indispensable.
· Negotiate Assertively: It is high time to shed the shyness and not
hesitate to negotiate salaries, promotions, and leadership opportunities.
Preparation and data strengthen confidence.
· Build Strong Networks: Professional networks create opportunities. Seek information
and experiences independently by attending conferences, seminars, and industry
events. This will also expand the reach and help women to break barriers.
· Share
Responsibilities at Home: Having
open communication with partners and family members about shared
responsibilities reduces burnout and enables career growth.
· Support Other Women:
Lift as you rise. Collaboration among women strengthens collective progress
and challenges systemic barriers.
· Permissible sick toddlers' leave: understanding and having compassion towards a lady who has toddlers at home is very crucial. Supporting her, showing empathy towards her when she has to take leave and take care of her sick toddler, will make her appreciate and respect the company more. Providing flexibility when a child is unwell builds trust and strengthens employee morale. Women-friendly workplace: Many CEOs acknowledge that women are diligent, honest, and committed professionals. Creating safe, inclusive, and supportive work environments enhances productivity and retention. Institutions such as Bharati Vidyapeeth have been recognised for fostering supportive environments for women employees.
·
Safer
environment: Organisations must uphold zero tolerance toward harassment or unlawful
behaviour. Standing firmly by women employees and ensuring justice reinforces a
culture of dignity and safety.
Breaking the glass
ceiling is not only a woman’s responsibility. Governments must help break down barriers for women by strengthening and enforcing equitable policies; organisations must implement transparent promotion systems and supportive workplace practices; and families must nurture equality from
childhood. True progress will be achieved only when merit, not gender,
determines opportunity. It is high time that we as a society move beyond
acknowledging inequality and actively dismantle it—through courage, policy
reform, accountability, and everyday actions. The ceiling may be invisible, but
our resolve to shatter it must be unmistakably visible and unwavering.
PS:
This article is a transcript from my main article published in Campus chronicles of Bharati Vidyapeeth (deemed to be university). Please scan the QR code to read my full article, "The invisible ceiling for women-A stark reality
Contact details: 8149005256
email:pai_preetham@yahoo.co.in
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