The glass ceiling is a metaphor used to describe the invisible barrier that prevents - or makes it harder for - minority groups from advancing to top positions within a company or organisation, achieving promotions or otherwise reaching certain career achievements. The word “ceiling” implies that there is a limit to how far someone can advance in their career before facing a barrier, and the ceiling being made of glass suggests that the barriers are unspoken or intangible, with the goal being visible but out of reach.
The sociological concept was coined in 1978 by Marilyn Loden, an American author, diversity advocate and management consultant, after she reported witnessing self-deprecating behaviours in women, who allegedly held a poor self-image, compared to men.
The “invisible glass ceiling”, which represents the inability to climb beyond a certain part of the career ladder (usually upper management or other higher leadership positions), was initially coined to portray the career challenges that women face. However, the term has since evolved to include other underrepresented groups, such as ethnic minorities. Examples of the glass ceiling include being excluded from important meetings and being passed over for a deserved promotion in favour of a male colleague.
