The "Glass Ceiling": Myth or Reality?

The "Glass Ceiling": Myth or Reality?

It is one of those things you can’t see, but you are told it is there. You read in the papers and studies that claim a glass ceiling exists. Mass media SAYS it exists. Other women tell you it is there.

But is it really there? Does the glass ceiling really exist in your organization? Any organization? More importantly, do you think you will eventually hit a glass ceiling because other pay SAY it exists?

I spent 14 years doing EXECUTIVE COMPENSATION consulting for companies. My clients ranged from Fortune 500 global bohemoths to not-for-profits, start-ups, small and mid-caps and others. I have “worked” in many industries.

Did I see a glass ceiling?

It depends on how you define it. If you define glass ceiling as women being paid less than men for the same EXACT job, then yes, I saw that. But I had no idea whether the pay differential was justified. Maybe the women were new to the job or not performing as well. Or maybe they were just being paid less.

Don’t get me wrong – some companies can be guilty of biases – paying women less than men for the same job, same performance and same results. **BUT NOT EVERYONE. IN FACT, MOST DO NOT. **

Think about how many WOMEN are in HR, reviewing pay levels and ensuring consistency and equity? Lots. HR is a female-dominated field. Do you think these women are purposely ensuring other women get paid less?

If you define glass ceiling as the number of women in very senior leadership positions, then no, I did not see it – not exactly. After 14 years working in EXECUTIVE COMPENSATION, I think I would have SEEN it. I should know whether it exists. I partnered with many women (and men) at the CEO and Board of Director level to develop pay programs that supported business strategies and rewarded people based on the achievement of a predetermined set of performance objectives. We determined who should be in what role. Who should oversee what departments. How much he/she should make.

The issue is not whether the glass ceiling exists. It is whether there are enough women vying for the top jobs.

Taking time off to raise children is a personal blessing. But it can be a professional INHIBITOR. Unfortunatey, we can't step out of the workforce and then back in without some professional repercussions.

If a company’s talent pool is limited (say 5 men and 1 female), and the company is choosing the best PERSON for the job, basic probability dictates that more men will get the top jobs. Being a viable applicant for a top leadership role at a huge company doesn’t just happen. It takes time. It takes experience. It takes determination. If we stop to raise kids – and I am ALL for that – then it may take more time. There are many reasons WHY the female applicant pool is more limited at the top. The point is, the pool is limited. There won’t be more females in leadership roles until more females try to GET leadership roles.

There is too much noise in the data to assume the reason there aren’t more women in top leadership positions is because of a glass ceiling – because men don’t want them there.

To get to the top, YOU NEED TO SHOW RESULTS. To show results, ou need to put in the time and effort. Men or women. Women don’t just get to be promoted** JUST CAUSE**. We have to earn it as much as men.

What I do believe is disappointing is when women return to the workforce for the SAME company and have to Re-EARN their stripes. In other words, people ASSUME that because they now have kids they will automatically be less focused. In other words, past results are not indicative of future performance.

Bummer.

At the same time, if there is a glass ceiling, women contribute to its existence. We contribute to its existence by ASSUMING it is there. We diminish other women’s self-perceptions by telling them it exists. We believe we deserve the same pay and promotions regardless of whether we truly earned it.

If there is one, and you want to break through it, than do it. Make yourself accessible to companies for senior roles by performing at high levels. Earn it. Go after it. Break it.

I am not saing you need to forsake your kids or your spouse. Quite the opposite in fact. I am just suggesting that you may need to recalibrate your expectations. It may take a little longer. It won't be handed to you. You may need to break down the perception that even though you are at work your head is at home.

But you can do it.