The Glass Ceiling is Thicker for Women……..

I agree that personality affects a person’s effectiveness and that those who don’t have agentic qualities will likely not experience as much success as people who do.  Statistics also show that women who don’t demonstrate agentic qualities will succeed even less.  This is due to a factor known as the glass ceiling –as we know it is a professional gender barrier that most women face in their quest for success.    Let’s take a look at some relevant data:

Women make up…..

·         46.7% of the workforce

·         37% of lower and mid-level management

·         26% of senior level management/VPs

·         2% of Fortune 500 CEOs

As we progress to the top of leadership within organizations, the percentage of women who fill leadership positions dramatically decreases.  As mentioned in my "Equality for Women in the Workplace - Who is Responsible” post, some countries have implemented policies to address this.  In an attempt to solve the issue, there is a possibility, however that we are overlooking less costly actions that could be taken to increase the number of women in senior leadership positions.

Statistics show that businesses typically experience competitive advantages by having women involved at the highest level of decision making and management –(higher profit, better share price growth, higher quality earnings, better decisions and better innovation.  For this reason, organizations should consider ways to integrate women in their boards and senior leadership teams.  So, what can they do to address the issue of women being stuck in lower levels within organizations?  Here are a few ideas….

·         Increase sponsorship of women: match promising women within the organization with senior leaders who will “market” the women.

·         Support career development: rotate women through the organization and provide leadership training

·         Recruit qualified women: In the US, there are more women than men in college.  Qualified women can be found to fill positions; some may just need to be pursued.

While businesses have a responsibility to reduce the effects of the glass ceiling, women themselves also need to play a role by assertively communicating their career aspirations.  They need to appreciate the value of mentorship and sponsorship and seek sponsors who will be their loud, vocal “cheerleaders” in the workplace. 

In addition to greater assertiveness, women who want to rise to the highest levels within the business community may have to align their personal lives to support that growth.  Unfortunately in many households, women are they primary care takers.  Due to this, women who want to shatter the glass ceiling may also have to make an important decision: pursue career aspirations or start a family.  

Does anyone have any other suggestions or ideas for women who will likely meet the barrier in their career called the glass ceiling?

-Jessica Brown

http://blogs.wsj.com/ideas-market/2011/04/07/where-are-all-the-women/?KEYWORDS=breaking+the+glass+ceiling

http://blogs.forbes.com/prettyyoungprofessional/2011/05/04/ladies-who-lead-a-wsj-closer-look-at-women-in-the-economy/