Glass ceiling and sticky floor: the invisible barriers to career advancement - gender equality

In the workplace, we often hear talk of meritocracy, equal opportunities and the dream of climbing the ranks through effort and dedication. However, reality can be quite different. There are subtle but powerful barriers that hinder the professional advancement of certain groups, especially women and minorities. These barriers are known as the "glass ceiling" and the "sticky floor", and understanding them is crucial to building a more equitable and just workplace.

What is the Glass Ceiling? The Invisible Barrier to the Top

The term "glass ceiling" refers to that invisible barrier that prevents women and minorities from reaching leadership and senior management positions within organizations. It is not an explicit policy or written law, but rather a series of prejudices, stereotypes and unconscious biases that limit opportunities and slow professional progress.

Imagine a ladder leading to the top. Many professionals, regardless of their gender or ethnicity, begin to climb with enthusiasm. However, for women and minorities, that ladder seems to have an invisible ceiling, a point where their ascent stops despite their skills, experience and achievements. This ceiling prevents them from fully realizing their potential and contributing fully to the company's success.

Factors That Contribute to the Glass Ceiling: Dismantling the Wall

• Gender stereotypes: The persistence of stereotypes that associate leadership with "masculine" traits (such as aggressiveness and competitiveness) can harm women who aspire to managerial positions. It is often assumed, unconsciously, that women are less ambitious, less committed or less capable of making tough decisions.
• Unconscious biases: Unconscious biases are attitudes or stereotypes that influence our decisions without our awareness. These biases can lead decision-makers to favor candidates who fit a "traditional" leadership profile, excluding women and minorities.
• Lack of role models and mentors: The lack of female role models and mentors or those from minority backgrounds can hinder the professional development of these groups. The absence of figures who have overcome the barriers can generate doubts and lack of confidence.
• Subtle discrimination: Subtle discrimination, often expressed through condescending comments, microaggressions or exclusion from key opportunities, can undermine the morale and performance of women and minorities, limiting their ability to advance.
• Work-life balance: Women are often expected to take on greater responsibility for childcare and home duties, which can make it difficult for them to devote time and energy to their professional careers. This disproportionate burden can limit their promotion opportunities.

What is the Sticky Floor? Stuck at the Bottom

While the glass ceiling prevents ascent to the top, the "sticky floor" makes it difficult to leave low-paying positions with little social mobility, disproportionately affecting women and people with limited resources. This term describes the barriers that prevent these groups from accessing better job opportunities and improving their economic situation.

Imagine a floor covered in glue. For some people, simply moving forward and progressing becomes an arduous and frustrating task. Difficulties accessing education, training or affordable childcare can keep people trapped in precarious, low-paid jobs, limiting their potential and perpetuating inequality.

Factors That Contribute to the Sticky Floor: Getting Off the Ground

• Lack of access to education and training: Lack of access to quality education and relevant training programs can limit people's skills and employability, keeping them trapped in low-skilled, low-wage jobs.
• Affordable childcare: Lack of access to affordable childcare services can be a major obstacle for women, especially single mothers, who often have to choose between working and caring for their children.
• Hiring discrimination: Discrimination based on gender, ethnicity, age or socioeconomic background can make job searching difficult, even for people with the necessary skills and experience.
• Low wages and precarious working conditions: Low wages and precarious working conditions can make it difficult to save and invest in education or training, perpetuating the cycle of poverty.
• Lack of support networks: Lack of support networks and mentors can hinder job searching and professional development, especially for people from disadvantaged backgrounds.

Overcoming the Glass Ceiling and the Sticky Floor: Building an Equitable Future

Breaking these barriers requires a joint effort by companies, governments and society at large. It is necessary to implement policies and practices that promote equal opportunities and combat discrimination in all its forms.

Strategies for Companies: Promoting Inclusion

• Implement diversity and inclusion policies: Establish clear policies that promote diversity and inclusion at all levels of the organization.
• Offer training programs on unconscious biases: Help employees identify and overcome their own unconscious biases.
• Promote pay transparency: Ensure that salaries are fair and equitable, regardless of gender or ethnicity.
• Offer mentoring and sponsorship programs: Help women and minorities develop their skills and advance in their careers.
• Encourage a healthy work-life balance: Offer flexible work options and promote a culture that values employee well-being.

Strategies for Governments: Legislation and Support

• Enact anti-discrimination laws: Strengthen laws that protect people from discrimination in the workplace.
• Provide childcare support programs: Facilitate access to affordable, quality childcare services.
• Invest in education and training: Expand access to education and training for everyone, especially for people with limited resources.
• Promote pay transparency: Implement laws that require companies to disclose salary information.

Strategies for Society: Awareness and Cultural Change

• Raise awareness about the problem: Educate the public about the glass ceiling and the sticky floor and their negative effects.
• Challenge gender stereotypes: Promote positive and realistic images of women and men in leadership roles.
• Encourage dialogue and collaboration: Create spaces for people to share their experiences and work together to find solutions.