An Analytical Study on the Impact of Glass Ceiling Effect on Women's Professional Growth

Abstract

The “glass-ceiling” effect happens when although females have the qualifications, skills and experience they are not able to reach the higher, leadership or professional level, because a barrier, often systemic, exists. Within the context of this study, it aims to critically examine the glass ceiling phenomenon effect on the career promotion, leadership promotion, earnings, organizational integration and job satisfaction of women in particular. By looking at organisational culture, gender stereotyping, discriminatory practices, work–life balance, limited mentoring opportunities and networks, and allocation systems for promotion, the study highlights the various possible barriers to career progression for women. It also considers the psychological and professional consequences of these challenges, such as decreased job motivation, intentions to stay with the organization and level of professional confidence. The study uses analytical research method, which is related with secondary data literature and empirical data, related to the situation of women in the workplace. The results in the study revealed that the glass ceiling is a multi-dimensional problem which has both organisation, social, cultural and individual dimensions. Clear marketing schemes, equal opportunities, leadership development programmes, mentoring and networking support for women, flexible work practice and gender sensitive organisational policies, with institutional support of workplace equality are all key to finding some solutions to these challenges. The study shows that women's career development and diversification need to be aided, and working environment become more inclusive and diverse should be based on removing glass ceiling barriers.