The Glass Ceiling Is History!
Let’s Make Sure The Glass Ceiling Stays In The Past
Women have been trained to speak softly and carry a lipstick.
Those days are over.
– Bella Abzug
Finally, and dramatically, public perception has changed!
Five years ago, anyone could say, “ A woman or an African American man cannot be elected President,” and it would be assumed to be true. Now, even though Hillary Clinton did not win, we can picture either type of candidate having a viable chance in the future. Imagine the change: Race or gender no longer eliminates you from becoming President of the United States!
This perception is percolating down into our business world with the outstanding performance of a number of female CEO’s. We have seen that a woman can successfully grow a small company into a major player, such as Meg Whitman did with eBay. She formed a fledgling Internet idea into a company with revenue of 8.46 billion dollars a year. She now has her eye on another arena—politics.
The Rules are Changing
You no longer have to dress like a man or act like a man to reach upper management—the level that was forbidden by the glass ceiling. You can act in a style that’s comfortable to you as long as you show others they can have confidence in you. My Tip of the Week shows you how to do this.
The Glass Ceiling Effect
Some of you may be wondering, “How strong was that glass ceiling?” With nearly half the U.S. workforce female, it only allowed 15% of the upper management desks to be occupied by women. So, assuming as I do, that women and men are equally competent in their abilities, we would be seeing 50% of those desks occupied by women if the glass ceiling had not existed.
This glass ceiling effect took place over and over again at review time. There’s a little bit of subjective thinking in a review, in the manager’s mind, that pushes a competent worker over the threshold into a higher level position. It goes like this, “She’s doing a good job . . . but she doesn’t look like upper management material in our company.” Well, that’s true. She probably doesn’t appear as confident or as imposing. She probably talks about her business worries—men work harder to not expose any weakness. And she probably doesn’t look like the current upper managers, 85% of whom are men.
What Must You Do?
Individually, we have to remove gender bias—along with racial and ethnic bias—from our subjective promotion criteria. I need to emphasize here that it doesn’t matter if the reviewing manager is male or female. We’ve been comparing our employees to men at the top. So, it’s up to each of us to do our part to conduct unbiased reviews—making sure the glass ceiling stays in the past.
5 Steps for Moving Up
Here’s what you can do to speed your ascent into the realm of upper management.
- Believe that the glass ceiling is obsolete and that it won’t affect you. You know, act as if there’s no sexism left in business. Remember that others who still hold that belief are hanging onto a passé dogma.
- Make a point of showing you’re a decision maker. You can solicit input, but assume your role as the final decision maker on projects. You must overturn that erroneous stereotype that women are indecisive. Management studies show female managers are good at making decisions.
- Force yourself to be more of a risk taker. Women are more risk averse than men, and sometimes miss business opportunities. So, up your risk taking by 15%, 20%, or whatever takes you slightly out of your 100% safety zone.
- Speak up when others will notice—remember, you’re now a player. Act like one.
- Get help at home—help with the cleaning, help with the children, help with your elders—don’t assume you have to do it all. You’ll still have moments when you feel overwhelmed with your “other life duties,” but try not to complain at work. Your superiors might decide you can’t take on higher assignments.
My Tip of the Week asks you to join me in prodding companies to do the right thing. Here it is.
Tip of the Week:
See to it that the statistics for your company are published. The Internet is a good place. The purpose of these stats is to highlight your company’s positive role in shattering the glass ceiling, such as: “Five years ago, 11% of the top 2 tiers of our company were female. This year we’ve progressed to 15% and we’re looking forward to progressing next year as well.” A public record of this is an incentive to do even better next year. And I’m all for incentives, because they work!
Be sure to visit our site, www.WomensMedia.com to get Expert Advice for Working Women.
Now that the glass ceiling is history, make your move—with confidence.
Further Reading:
Website, WomensMedia, by Bonita Banducci, Women’s Equality and Equity—Equal and Different—WIth Bonus Tips From Five Savvy Women
Blog, Women’s Lunch Talk, by Nancy Clark, Proof That Women Make Great Managers—Studies Show Areas Where Women Excel or listen to it here.
Podcast (always about 5 minutes), Working in Heels, by Nancy Clark, Gender Stereotypes Hold Women Back—Those Little Put-Downs Really Do Add Up!
Blog, Women’s Lunch Talk, by Nancy Clark, Leadership For Women—How To Make The Jump From Manager To Leader or listen to it here.
Website, WomensMedia, by Hilary M. Lips, Women and Leadership: The Delicate Balancing Act
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