Glass Ceiling: An Invisible and Seemingly

Invincible Barrier
The United States Federal Glass Ceiling Commission defines the glass ceiling as "the unseen, yet
unbreachable barrier that keeps minorities and women from rising to the upper rungs of the
corporate ladder, regardless of their qualifications or achievements."
David Cotter and colleagues defined four distinctive characteristics that must be met to conclude
that a glass ceiling exists. A glass ceiling inequality represents:

 "A gender or racial difference that is not explained by other job-relevant characteristics of
the employee."
 "A gender or racial difference that is greater at higher levels of an outcome than at lower
levels of an outcome."
 "A gender or racial inequality in the chances of advancement into higher levels, not
merely the proportions of each gender or race currently at those higher levels."
 "A gender or racial inequality that increases over the course of a career."

The term was invented to apply to major economic organizations like corporations, but later
began to be applied to invisible limits above which women or minority had not risen in other
fields, especially electoral politics. Breaking down the metaphorical reference, it is a barrier
which is made of glass. Why? Because the ones who are being overlooked and neglected within
the organization can see through the glass, the chances and opportunities that await them on the
other side but will never be able to seize it because of the discrimination.

“It is a shame that prevalent practices of such extent still exist in our society,” said our
anonymous source, who herself was a victim of glass ceiling. “In my first two jobs, I
experienced firsthand ‘Pink Collar Ghetto’, a term used to refer to jobs to which women are
often relegated.”

Now the question remains- How can an individual overcome such odds?
Our anonymous source helped simplify the complexity of the situation, “Unfortunately, there are
no guaranteed strategies that will help an individual break through the glass ceiling,” “You may

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need to prove yourself twice as much as your male coworkers, especially if you happen to be
both female and a minority. Take on extra assignments, particularly those that are high-profile.
Make a point of bonding with the supervisor a level up from your own. Document all of your
achievements and present them yourself at each review.” she added.

It is a case of blending in a somewhat hostile working environment, which is an uphill battle. But
there is a chance of breaking through the soul-crushing status quo. And the status quo itself has
to play a part in it. “Fostering a real spirit of gender-blind and race-blind cohesion throughout the
company can help in the long run by erasing stereotypes and biases. The upper level of the
hierarchy itself has to play a major role in crushing this phenomenon. They need to show the
same amount of confidence in all their employees, regardless of their race, color or gender.”, our
source suggests.