Glass ceiling

Christine Cross

doi:10.4337/9781803922065.ch72

Glass ceiling

Christine Cross

Edinburgh Napier University

Research output: Chapter in Book/Report/Conference proceeding › Chapter › peer-review

Abstract

The question is often asked why there are so few women in senior management positions in organizations. Many studies have been undertaken across the globe to investigate this issue. What is common among them is the reference to the glass ceiling. This is an invisible barrier created by a series of artificial and attitudinal barriers to upward mobility. Importantly, it is based on gender and not ability. The metaphor is useful in understanding the dearth of women in the most senior positions in organizations. The specific problems and pressures that have been identified as unique to female managers include lack of opportunities and power, lack of mentors and role models, gender-based stereotyping and lack of access to male informal networks.

Original language	English
Title of host publication	Elgar Encyclopedia on Gender in Management
Publisher	Edward Elgar Publishing Ltd.
Pages	234-235
Number of pages	2
ISBN (Electronic)	9781803922065
ISBN (Print)	9781803922058
DOIs	https://doi.org/10.4337/9781803922065.ch72
Publication status	Published - 1 Jan 2025
Externally published	Yes

UN SDGs

This output contributes to the following UN Sustainable Development Goals (SDGs)

SDG 5 Gender Equality
SDG 8 Decent Work and Economic Growth
SDG 10 Reduced Inequalities

Keywords

Female leadership
Gender equity
Gender pay gap
Leader research and gender
Patriarchy
Unconscious bias

Access to Document

10.4337/9781803922065.ch72

Cite this

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title = "Glass ceiling",

abstract = "The question is often asked why there are so few women in senior management positions in organizations. Many studies have been undertaken across the globe to investigate this issue. What is common among them is the reference to the glass ceiling. This is an invisible barrier created by a series of artificial and attitudinal barriers to upward mobility. Importantly, it is based on gender and not ability. The metaphor is useful in understanding the dearth of women in the most senior positions in organizations. The specific problems and pressures that have been identified as unique to female managers include lack of opportunities and power, lack of mentors and role models, gender-based stereotyping and lack of access to male informal networks.",

keywords = "Female leadership, Gender equity, Gender pay gap, Leader research and gender, Patriarchy, Unconscious bias",

author = "Christine Cross",

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doi = "10.4337/9781803922065.ch72",

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Y1 - 2025/1/1

N2 - The question is often asked why there are so few women in senior management positions in organizations. Many studies have been undertaken across the globe to investigate this issue. What is common among them is the reference to the glass ceiling. This is an invisible barrier created by a series of artificial and attitudinal barriers to upward mobility. Importantly, it is based on gender and not ability. The metaphor is useful in understanding the dearth of women in the most senior positions in organizations. The specific problems and pressures that have been identified as unique to female managers include lack of opportunities and power, lack of mentors and role models, gender-based stereotyping and lack of access to male informal networks.

AB - The question is often asked why there are so few women in senior management positions in organizations. Many studies have been undertaken across the globe to investigate this issue. What is common among them is the reference to the glass ceiling. This is an invisible barrier created by a series of artificial and attitudinal barriers to upward mobility. Importantly, it is based on gender and not ability. The metaphor is useful in understanding the dearth of women in the most senior positions in organizations. The specific problems and pressures that have been identified as unique to female managers include lack of opportunities and power, lack of mentors and role models, gender-based stereotyping and lack of access to male informal networks.

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KW - Gender equity

KW - Gender pay gap

KW - Leader research and gender

KW - Patriarchy

KW - Unconscious bias

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M3 - Chapter

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SN - 9781803922058

SP - 234

EP - 235

BT - Elgar Encyclopedia on Gender in Management

PB - Edward Elgar Publishing Ltd.

ER -

Glass ceiling

Abstract

UN SDGs

Keywords

Access to Document

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