Breaking the glass ceiling
Today, only 33 women lead Fortune 500 companies. This means only 6.6% of the biggest companies have women as CEOs. However, companies with women leaders make 21% more money. The glass ceiling still exists, but smart HR departments are finding new ways to help women reach the top.
So, what does ‘the glass ceiling’ mean? Just like its name, invisible barriers that stop women from getting top jobs, just like we cannot see the ceiling if it was made by glass. We have these problems because women don’t get mentors, they’re not invited to important meetings, and managers usually choose men for promotions without even thinking.
Here’s what’s really frustrating. There’s something called the “broken step” problem. Picture this: a man and woman start working at the same company on the same day with the same qualifications. But when it comes time for that first promotion to management, guess who’s more likely to get it?. This small problem at the bottom turns into a huge gap at the top. The good news is that young women entering the workplace today aren’t putting up with this anymore. They expect real chances to grow in their careers, not just empty promises about equality.
Thankfully, some companies are starting to wake up and try new approaches. Some big companies like JPMorgan Chase create programs where women get real supporters, not just advisors. These “sponsors” actually fight for you behind closed doors. When the bosses decide who gets promoted, your sponsor says “Hey, Sarah has been crushing it, she’s ready for that leadership position.” Other companies are watching the numbers more carefully. Microsoft now tracks exactly how many women get promoted at each level. Here’s the kicker, some companies connect managers’ bonuses to how fairly they promote people. When your paycheck depends on being fair, suddenly you start paying attention. Companies are also teaching managers to spot their own biases. At Unilever, managers have to prove how they helped diverse employees grow. It’s not just talk anymore, it affects their job reviews.
As students preparing to enter the workplace, here’s the thing. You have more power than you think. You can choose employers who actually walk the walk. Look for companies brave enough to share their real diversity numbers. During interviews, don’t be shy about asking tough questions about women in leadership roles.
The glass ceiling is still there, let’s be honest. Smart companies realize that when women succeed, everyone wins. The future depends on breaking down these invisible barriers, and it’s happening one company at a time.
AN THIEN DO NGUYEN