Breaking through the Glass Ceiling

What is the Glass Ceiling?
This is an imaginary term used to describe the invisible barriers that exist within organisations and which block women from attaining senior executive positions. 
 
How do I break through the Glass Ceiling?
This will be a challenge.  The long term solution is a cultural one both within the workplace and in the wider world outside.  Shattering stereotypes of gender roles that perpetuate inequalities between men and women cannot be accomplished by single individuals or in the short term. However, as women continue to slowly break through into senior positions where they can effect organisational change it is more likely that shifts in the perceptions of women at work will occur.  So we are back to you, the individual.  What strategies can you take to improve your own promotional opportunities?
 
Understand where the Glass Ceiling starts
The Glass Ceiling is commonly perceived to exist at senior management and executive level.  Yet other factors operate to affect career progression at much earlier stages in women's careers.  Be aware of the following:
Women are often channelled into "people", HR, administrative or research-type functions which are seen in many organisations as secondary or support roles.
Our own perceptions of what types of work women do, formed by our own local influences, inform our choices.  
Discrimination within organisations limits women's opportunities by "steering" individuals into the sort of support functions listed above. 
 
Awareness of these factors will reduce the likelihood of them affecting your career choice.
 
Be clear about the areas of work you wish to pursue Consider the choices you make.   Are you doing what you really want to do or just choosing the easy option?  Are you being pressured into undertaking a career that maintains the status quo?
 
Identify opportunities for promotion in the workplace
Do your research.  Find out from which department or area managers are traditionally recruited.  Allow this information to inform your choices about which companies to apply to or stay with.  Company websites often carry career histories or "profiles" with staff details.
 
Develop your skills base Look out for opportunities, both internally and externally, to broaden your skills base.  Identify development opportunities within your field (technical or otherwise) that add extra weight to your portfolio of expertise and which demonstrate to management your commitment to personal improvement.
 
Develop leadership skills
Women are often seen to lack the leadership skills of a manager.  Undertake recognised accredited qualifications in management or leadership so that your skills are formally recognised by an external body.  These may be specific qualifications linked to that industry or general qualifications such as the Diploma in Management Studies.  This will help you to address any appropriate criteria when applying for positions at management level.
 
Find a Mentor
Formal mentoring programmes, where staff are paired with more experienced colleagues (often at management level) exist within many organisations. Take advantage of such opportunities.  If such schemes don't exist create your own opportunities by contacting members of the management team within your organisation or advising your line manager of your wish for such support.
 
Build a Network
Seek out any internal support or networking initiatives within the organisation that will allow you to build up a network of contacts.  Additionally, identify any external organisations that exist to support women within your profession.  Check our Useful Links section for some possibilities.
 
Maintain your Profile
Regardless of your organisation's promotion policy you need to maintain a profile.  How management views you will have an impact on your promotion opportunities.  In other words stay visible.  Achieving results will not help your career if you stay in the background.  Be articulate in meetings; promote the value of your role to decision-makers.  Look for opportunities to participate in as many working groups as possible, particularly those with decision making authority.  Identify opportunities to work with other departments to raise your profile with other managers.
 
Find the right balance
Try not to allow outside commitments to restrict you from taking on extra responsibility.  Don't assume that a more senior role will mean you can't maintain a work/life balance.  When applying for promotion identify the time and travel commitments involved and find out whether flexible arrangements, re-prioritising and appropriate delegation would allow you to manage the change.

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