Breaking the Glass Ceiling Video

There's been lots of progress toward equality in the workplace. But, even now, many people find themselves hitting a glass ceiling. These people may be highly qualified, and yet they watch as less-qualified colleagues get the promotion, while they get overlooked again and again.

The glass ceiling is a term for discrimination. It's that invisible barrier that prevents marginalized people from getting the opportunities they deserve. Not because they lack skills, experience, or effort, but because of bias.

The glass ceiling is usually associated with women. In fact, research suggests that female workers are 18 percent less likely to be promoted than men.

People from other minority groups also encounter the glass ceiling. Ethnicity, age and socioeconomic status can all have an impact. You're most likely to hit a glass ceiling if you are different in some way from people's idea of the perfect candidate.

Having your career progress blocked can hurt both your mental health and your organization's health. For example, by preventing diversity, which has been shown to have a positive impact on growth and profit.

Glass ceilings ultimately are there because of bias, whether that's unconscious or not. Sometimes biases may take the form of overt discrimination or bullying, but more often, they're subtle and entrenched in a company's culture.

People in charge might deny that glass ceilings exist, either because they haven't experienced them themselves or because they want to keep the status quo.

So, how can we break through the glass ceiling?

1. Recognize it.

First, recognize that it's there. Some signs that it's present are lack of diversity, particularly at the leadership level, as well as pay gaps and resistance to change.

Even if there are fast-track programs in place for minority groups, they probably aren't reflected in leadership choices. And leaders that are from minority groups feel pressure to fit in, rather than push for change.

Watch out for prejudiced language as well. It may be passed off as a joke, but it can still cause severe harm.

2. Actions for employees.

If you're an employee, it's important to recognize that the glass ceiling isn't a reflection of your value. Even if you've done everything you can to excel in your role, you might still be denied opportunities to get ahead.

But you can take action by noticing where the glass ceilings are in your organization and who they impact. When you see one, raise your concerns with your manager. Be patient but assertive, and check in regularly to see what they're doing about it.

You'll likely feel frustrated and angry at the injustice. Channel these feelings into action. Don't allow the senior team to park the issue. Instead, be a positive force for change by coming up with some solutions that might help make things better.

3. Actions for managers and leaders.

If you're a manager or a leader, you're in a great position to help your organization dismantle glass ceilings. Start by opening the dialogue and having those difficult conversations.

Have senior leaders done anything to sabotage the progress of employees from marginalized backgrounds? Do they fear losing out, or perhaps that performance will take a hit if things change?

If there's a backlash to these conversations, make it clear that change doesn't need to be threatening. It's about empowering people to access opportunities, no matter their background.

Ask your team for their views, too. You may discover issues that you didn't even know existed. They might also have great ideas about how to improve things.

One great practical solution is to review your recruitment and promotion practices for bias, because these are the areas where the glass ceiling is most commonly imposed.

Finally, focus on promoting diversity, not just of people, but of ideas and perspectives, too.

Whether you're an employee, manager, or leader, you can take action now to help break through your organization's glass ceiling. To discover more about how to break through the glass ceiling, read the article that accompanies this video.