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.