The term “glass ceiling” emerged in the 1980s during the second wave of feminism and remains a harsh reality today. It refers to the invisible barriers rooted in biases that hinder or prevent women from reaching leadership positions.

Despite ongoing discussions and some progress toward gender equality, the glass ceiling remains intact. While awareness and debate surrounding women's leadership in the workplace have increased, the question remains: how much real progress has been made? 

The numbers suggest that significant barriers persist—by 2023, women held just over 10% of CEO positions in Fortune 500 companies, 9% in FTSE companies, and a mere 5.4% in the S&P Global Broad Market Index, highlighting the continued struggle for gender parity at the highest levels of leadership.

“The glass ceiling is real, but it is not unbreakable. Every woman who rises into leadership challenges outdated norms and proves that competence, vision, and leadership ability are not defined by gender. Shattering these barriers requires boldness, strategy, and resilience. It also requires a commitment to lifting others  as we climb. Success is not just about making it to the top—it is about making sure the path is easier for the next generation,” says Claire Muselman, Chief Operating Officer at WorkersCompensation.com.

According to Maureen Vargas Pizarro, an expert in CSR, gender, and climate change projects, the phenomenon of the glass ceiling is reinforced by myths that question women's capability and willingness to assume leadership roles, as well as additional challenges imposed by cultural factors in a globalized environment. “At the outset of their international careers, 36% of women are willing to take on roles with significant responsibilities, compared to 43% of men. This imbalance worsens as women progress in their careers, resulting in a ‘funnel effect’ where female representation diminishes at the highest levels of responsibility. Additionally, the hiring of women into leadership positions has declined, decreasing from 37.5% in 2023 to 36.9%, and further dropping to 36.4% in early 2024—falling below the levels seen in 2021,” explains Vargas Pizarro.

Gender bias and stereotypes continue to hinder women’s professional growth. Women are often perceived as less competent than their male counterparts, particularly in male-dominated industries such as tech, finance, and engineering. Studies show that men are more likely to be promoted based on their potential, while women are judged on past performance. Furthermore, women who exhibit assertiveness are often labeled as "bossy" or "difficult," whereas men with the same traits are viewed as strong leaders. Hiring and promotion decisions remain biased, with many decision-makers unconsciously favoring male candidates for leadership roles.

Another key challenge is the lack of mentorship and sponsorship opportunities. Professional networks, often dominated by men, provide male employees with greater access to mentors who can advocate for their career growth. Women, on the other hand, face challenges in securing sponsorship from senior executives who could help them access high-visibility projects and promotions. The absence of women in leadership also means fewer role models and fewer senior mentors to guide aspiring female leaders.

“It is crucial to dismantle the erroneous notion that women are less inclined to accept or succeed in leadership positions in international companies due to supposed limitations in their interest and capacity. In reality, women often face considerable systemic barriers, such as gender discrimination, lack of access to adequate support networks and mentorship, and an organizational culture that favors traditionally male leadership styles and decisions,” says Maureen Vargas Pizarro.

The New Challenge: The Broken Rung

While much attention has been given to the glass ceiling, a more pressing barrier has emerged: the "broken rung." This concept, highlighted in McKinsey & Company’s book The Broken Rung: When the Career Ladder Breaks for Women—and How They Can Succeed in Spite of It, identifies the first promotion as the critical point where women start falling behind. The career progression gap starts early, long before women reach executive positions.

For every 100 men promoted to their first managerial role, only 87 women receive the same opportunity. The numbers are even worse for women of color, with only 73 receiving promotions. This disparity has long-term consequences, as missing the first promotion affects future earnings, leadership opportunities, and access to critical experience. Trapped in lower-level positions, women accumulate fewer networking connections, industry knowledge, and leadership skills, all of which are essential for advancement.

Research reveals that as women struggle to get promoted at the same rate as men, fewer reach senior positions, and the leadership pipeline remains male-dominated. Women enter the workforce at similar rates as men, but by the time they reach the director level, their representation drops significantly. While women make up 48% of entry-level employees, they only represent 37% at the director level and even fewer at the senior executive level. The impact of the broken rung compounds over time, making it difficult for women to ever reach the glass ceiling, let alone break through it.

Dr. Rachel Wong, a workplace diversity researcher, puts it: “Today’s barriers are often less visible yet deeply ingrained in organizational cultures. They involve unconscious biases in promotion decisions, workplace cultures that favor traditionally masculine leadership styles, and a lack of female mentorship”. All of these contribute to the persistence of the glass ceiling and the broken rung.

5 Strategies to Overcome the Obstacles

1. Stronger Mentorship and Sponsorship Programs

• Companies should implement mentorship programs that connect women with influential leaders.

• Senior executives must actively advocate for high-potential women to ensure equal opportunities.

2. Inclusive Leadership Training

• Leadership development programs should address unconscious bias.

• Organizations must encourage diverse leadership styles and recognize different approaches to success.

3. Equal Pay and Promotion Policies

• Businesses should conduct annual pay audits to identify and correct wage disparities.

• Promotion criteria should be transparent to ensure equal access to advancement.

4. Flexible Work Policies

• Companies should offer remote work options, parental leave, and flexible schedules to support women balancing career and family responsibilities.

5. Cultural and Policy Shifts

• Organizations must commit to long-term diversity, equity, and inclusion (DEI) efforts.

• Leadership teams should be held accountable for fostering an equitable workplace through measurable diversity goals.