The glass ceiling is an invisible barrier that holds back certain groups—often women and minorities—from climbing the career ladder, even when they have the skills and qualifications. It’s a set of systemic obstacles within companies and industries that stop people from reaching higher-level roles, especially executive positions.
The term comes up in conversations about workplace equality, showing how structural and cultural factors can limit professional growth.
Why is it called breaking the glass ceiling?
“Breaking the glass ceiling” means overcoming these hidden barriers and reaching leadership roles that were once out of reach. When someone does this, they’re not just advancing their own career—they’re paving the way for others and challenging outdated norms.
For example, when a company hires its first female CEO, she’s breaking the glass ceiling for women in leadership. Or when a person of color leads an industry that’s mostly been white, that’s another example of smashing through the barrier.
The phrase highlights the struggle against workplace discrimination and the power of setting new standards.
Is the glass ceiling still a problem?
Yes, the glass ceiling still exists in many fields. While things have improved, some clear signs show it’s still an issue:
- Underrepresentation in leadership: Women and minorities are still rare in executive roles and boardrooms.
- Wage gaps: Pay differences persist between groups, even when factors like experience and qualifications are equal.
- Lack of mentorship: Many people from underrepresented groups don’t have mentors to guide them up the corporate ladder.
- Bias in promotions: Unconscious biases in hiring and promotion decisions often favor people who fit the traditional leadership mold.
Even with the rise of diversity and inclusion programs, full equality in the workplace is still a challenge.
What is an example of a glass ceiling in real life?
One major example of the glass ceiling in action was in politics. Before Kamala Harris became the first female Vice President in 2021, women were largely excluded from the highest levels of political office in the U.S., despite having significant influence in other areas of governance.
In the corporate world, many Fortune 500 companies had very few female CEOs for years. Although things are improving, women still make up a small fraction of top executives compared to men.
These examples show how the glass ceiling has kept certain groups from advancing—and how breaking it open can inspire change and create opportunities for future generations.
