Breaking the glass ceiling takes a village
Women still face the glass ceiling, especially in industries where leadership roles are dominated by men. While progress has been made, subtle biases, outdated perceptions of leadership, and a lack of access to key networks still create barriers. Women, particularly women of color, often have to work harder to prove themselves for the same roles, even when they are equally or more qualified than their male counterparts. These barriers are sometimes invisible, making them even harder to address.
To break through the glass ceiling, women need to be strategic. Building a strong network is essential because success is often about who you know as much as what you know. Mentors and sponsors can not only provide guidance but also advocate for women when opportunities arise.
In addition, developing a leadership presence is critical. Women can sometimes be overlooked for leadership roles because they don’t fit traditional, often masculine, ideas of leadership. Cultivating confidence, decisiveness, and assertiveness helps challenge those stereotypes. For me, this has come through refining my communication, body language, and decision-making. I used to apologize unnecessarily, making me seem less authoritative. So, I started replacing “I’m sorry” with more assertive phrases like “Thank you for your patience” or simply stating facts. I also worked on my body language, ensuring that I walk into meetings with my shoulders back, head high, and a strong posture. Engaging with eye contact early in a meeting helps establish my presence immediately. When making decisions, I’ve shifted from saying, “I think we should…” to “Here’s the data; this is the direction we should go.” These adjustments have made me more confident and assertive.
Another key strategy is relentless self-advocacy. Women must often push harder for recognition and advancement, ensuring their achievements are visible and negotiating for better roles and pay. It’s not enough to quietly excel at work; women need to ensure their contributions are recognized. Seeking leadership development opportunities, like training programs or advanced degrees, can also signal readiness for top-level positions.
However, it’s not just about individual effort. Women must also confront workplace biases. I’ve heard stories of male leaders minimizing women’s accomplishments with dismissive remarks like, “You only received that award because you’re a woman of color.” Comments like these attempt to diminish hard-earned success and reduce it to a token gesture. This kind of bias is insidious and strengthens the glass ceiling. Ultimately, it’s not just women who need to push through the ceiling — companies and leaders must actively dismantle it by creating inclusive environments that celebrate diversity and recognize achievement for its true value, not through the lens of race or gender. This bias is real – acknowledging and addressing it is key to true progress.
