Women Leaders Face the Glass Cliff: Understanding and Solutions
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The Glass Cliff Phenomenon
The glass cliff represents a significant barrier for women in leadership roles, similar to the more widely recognized glass ceiling. While the glass ceiling signifies the challenges women encounter when trying to ascend to leadership positions, the glass cliff highlights a troubling trend where women are often appointed to leadership roles during tumultuous times, such as crises or corporate downturns. These situations are often perceived as unmanageable, positioning women as scapegoats rather than leaders.
Recent instances of this phenomenon include the tenures of Marissa Mayer at Yahoo and Jill Soltau at J.C. Penney, where women were thrust into challenging circumstances without the necessary support. Academic research supports this trend; studies from the University of Exeter show that women are more likely to ascend to CEO positions in struggling companies compared to their male counterparts. Moreover, findings from Columbia Business School indicate that women are disproportionately placed in leadership roles during company crises.
The statistics from McKinsey & Company further underscore this issue, revealing that women hold only 38% of managerial roles across various industries. This underrepresentation, coupled with the challenging contexts in which women are often promoted, sets them up for potential failure.
Identifying and Preventing Glass Cliff Situations
To address the glass cliff, organizations must remain vigilant about the conditions under which women are promoted. Promotions during unfavorable circumstances can signal a glass cliff scenario. If women are appointed to roles that seem more challenging than those given to men, it's crucial for leadership to reassess these practices. One approach is to ask, "Would we promote a man in this same situation?"
Amplifying Women's Contributions
Women frequently do not receive the same recognition for their work as men. To counteract this, it's vital to ensure women's achievements are acknowledged and rewarded equitably. Monitoring promotion rates can help identify disparities; research indicates that women are promoted at only 86% of the rate of men based on equal merit, a phenomenon termed the "broken rung."
Setting Representation Goals
Organizations should establish clear goals to enhance women's representation in leadership roles. Unlike quotas, which can foster a competitive mindset, goals encourage a collaborative approach to advancement, benefiting both genders while enhancing overall organizational performance.
Developing Objective Selection Criteria
To ensure fair hiring practices, organizations should define roles clearly and establish specific competencies required for success. Implementing validated assessments can provide an unbiased measure of a candidate's capabilities, fostering informed hiring decisions. Involving diverse stakeholders in the review process can enhance fairness and relevance.
Ensuring Diverse Candidate Slates
A balanced approach to sourcing candidates is essential. Utilizing varied recruitment channels can attract a diverse applicant pool, while objective selection criteria help eliminate gender biases. Some companies even anonymize resumes to prevent bias during hiring.
Addressing Systemic Gender Bias
One major barrier is the "maternal wall," which perpetuates stereotypes about women's roles as caregivers. Organizations must challenge these assumptions and promote an equitable workplace dynamic that recognizes shifting family roles.
What Individuals Can Do
Even as an individual contributor, you can contribute to change by challenging leadership accountability on gender issues, questioning promotion decisions that disadvantage women, and advocating for women, particularly those from marginalized backgrounds.
With only 10% of female CEOs in corporate America, there's much work to be done to dismantle the glass cliff and empower women leaders. By recognizing and addressing this issue, we can foster a more inclusive and equitable workplace for future generations.
Learn more about why women and people of color often find themselves in precarious leadership positions in this insightful TEDx talk by Sophie Williams.
Discover essential insights on what women in business need to know about the glass cliff in this informative video by Sophie Williams.
About the Author
Julie Kratz is a respected TEDx speaker and an expert in inclusive leadership. After navigating her own career transitions, she launched a speaking business aimed at fostering inclusivity in the workplace. Kratz is dedicated to promoting diversity and allyship, regularly sharing her insights through keynotes and coaching sessions. She has authored several influential books on leadership and inclusion.