Crack In The Ceiling

Growing up in the 80s, discussions about the elusive glass ceiling were commonplace among the educated adults, often accompanied by sympathetic nods of acknowledgment. Over time, this concept gained traction, with publications like Reader’s Digest shedding light on its significance, particularly in hindering the career progression of women and minority groups within organizations.

Despite the evolution of corporate culture from the 90s to the present day, the glass ceiling remains a formidable challenge. This metaphorical barrier presents itself through various manifestations: pay disparities, limited advancement opportunities, underrepresentation in leadership roles, and exclusion from decision-making positions.

Efforts have been made through policies, mentoring programs, and training initiatives to foster inclusivity. However, the crux of the issue often lies in cultural conditioning, particularly in the behaviors and beliefs of individuals, notably women.

I’ve encountered instances where senior female professionals expressed limitations rooted in societal expectations:

“I cannot work on a Sunday because my husband is home.”

“I cannot come to work before 11 AM and have to leave before 4 PM; I have a kid at home.”

“It’s late at night; I cannot take a cab home.” Remarkably, some male colleagues even go out of their way to accommodate these constraints.

Consider the story of Sunanda (name changed), who found herself in a role with limited growth prospects. When confronted, her manager cited her inability to close deals as a barrier to advancement. However, upon closer examination, it became evident that Sunanda herself was erecting barriers:

• Did she desire the promotion and what did it mean to her? Undoubtedly, she sought recognition and a pay increase.
• Why did she hesitate?
  • Social beliefs dictated that she shouldn’t earn more than her husband.
  • Promotion entailed added responsibilities and more work.
  • Social pressures regarding starting a family loomed large.

Upon introspection, Sunanda realized she didn’t have to choose between her identity as a woman and her professional aspirations; success didn’t have to be an either-or scenario but rather a harmonious integration of both.

By breaking free from self-imposed limitations, Sunanda not only closed deals but also secured her long-awaited promotion. Today, she resides in Canada, pursuing a fulfilling career and enriching her life through cultural exploration, despite the end of her marriage.

Dr. Sweety Sood, another example, confronted institutionalized barriers in her medical career. Despite facing discrimination and excessive workload, she persevered by addressing three fundamental questions:

1. Where am I?
2. Where do I want to be?
3. What is holding me back?

Through resilience and determination, Dr. Sood now leads a government health center in Haryana, having transcended societal expectations and geographical boundaries.

Both Sunanda and Dr. Sood’s journeys underscore the prevalence of self-imposed glass ceilings, stemming from societal conditioning. These barriers often manifest as lack of confidence, fear of failure, imposter syndrome, and perfectionism, impacting individuals’ psychological well-being and professional growth.

Recognizing and dismantling these internal barriers require introspection and self-work. While external glass ceilings may necessitate navigating organizational structures, addressing self-imposed limitations demands a deeper understanding of personal values and choices.

Ultimately, breaking the glass ceiling requires courage, self-awareness, and a willingness to challenge societal norms. Whether we choose to confront, circumvent, or transcend these barriers, the journey towards equality and empowerment begins with acknowledging our own agency and choosing our path forward.