Eliminating the glass ceiling has proven to be incredibly challenging. Despite hard work by many it remains a persistent barrier for women, business and society as a whole. Often there is a two step forward and one step backward situation where if a woman is appointed into a Glass Cliff type situation and it doesn’t work out, any women following are viewed sceptically.

Eliminating the glass ceiling will require a multifaceted approach that addresses systemic issues within organisations and society. And while empowering women is my jam (#fempower yay), note that personal branding and confidence boosting programs, while helping individual women feel great and achieve more in their individual career than might have been possible without, won’t fix a systemic issue. So please don’t blame the women, or even the programs, fix the system instead.

KEY SYSTEMIC ORGANISATIONAL CHANGES TO HELP ELIMINATE THE GLASS CEILING

Here is a non-comprehensive list of key systemic organisational changes that will help eliminate the glass ceiling:

• Diversity and Inclusion Initiatives:
  Organisations should implement robust diversity and inclusion initiatives that go beyond mere tokenism. This includes establishing diversity targets, setting KPIs to reward managers and leaders who excel in this regard, implementing effective bias training for employees, and creating inclusive policies and practices that support the advancement of women and other marginalised groups. And while I’m a believer in a carrot rather than a stick approach. I suspect that until we see leaders miss out on bonuses because they didn’t meet their KPIs around Diversity and Inclusion Initiatives, progress will continue to be slow.
  
  
• Equal Pay Policies:
  Enforce equal pay policies to ensure that women are paid fairly and equitably for their work. Addressing the gender pay gap is essential for creating a level playing field and promoting gender equality in the workplace. One of the key elements to ensure this works is to track progress and measure frequently (well more than once a year to meet WGEA reporting) to ensure that leaky pay pipelines are identified early.
  
  
• Flexible Work Arrangements:
  Implement flexible work arrangements such as remote and hybrid work options, flexible hours, and parental leave policies that support work-life balance and accommodate the caregiving responsibilities often disproportionately shouldered by women. Ensure that there is equal opportunity to advancement for those who work remotely, in hybrid arrangements or part time. Too often biases are at play here which keep those who are out of sight out of the promotion pipeline. A more systemic process for promotions and pay rises is required that doesn’t marginalise those opting for flexible work arrangements.
  
  
• Leadership Development Programs:
  Establish leadership development programs specifically designed to support the advancement of women and other underrepresented groups into leadership positions. These programs need to go beyond merely training, but should also provide mentorship, sponsorship and networking opportunities to help women develop the skills and confidence needed to not just break through the glass ceiling but to be successful when they do.
  
  
• Transparency and Accountability:
  Foster a culture of transparency and accountability where decisions related to promotions, compensation, and career advancement are based on transparent criteria rather than subjective biases or discriminatory practices. Implementing mechanisms for regular performance reviews including unbiased and non-gendered feedback practices can help ensure fairness and prevent bias in decision-making processes. On that note, research tells us that women are more likely to be given feedback focused on helping them do their current role better, while men are given feedback to prepare them for the next level role. Transparency, accountability and even training around this is essential.
  
  
• Representation in Leadership:
  Increase representation of women and other underrepresented groups in leadership positions within organisations. Having visibly diverse leadership teams not only reflects the diversity of the workforce but also brings a variety of perspectives and experiences to the decision-making process.
  
  
• Educational Initiatives:
  Address gender stereotypes and biases early on through educational initiatives in schools and universities. Encourage girls to pursue careers in traditionally male-dominated fields and provide them with the support and resources needed to succeed in these fields.
  
  
• Legislative Action:
  Advocate for legislative measures that promote gender equality in the workplace, such as anti-discrimination laws, paid family leave policies, and affirmative action programs. Government intervention can play a crucial role in creating a more equitable and inclusive work environment. In Australia in recent years we’ve seen a raft of new measures that support gender equity such as the –
  
  
  • Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023, focused on salary transparency for organisations with 100 or more staff.
    
    
  • National Strategy to Achieve Gender Equality (2024) focused on five priority areas: gender-based violence, unpaid and paid care, economic equality and security, health, and leadership and decision-making
    
    
  • Increased Duration of Paid Parental Leave: increasing to 26 weeks which supports families.
    
    
  • Superannuation Contributions on Paid Parental Leave: from July 2025, superannuation will be paid on government-funded Paid Parental Leave.
    
    

It’s through legislation such as the above that governments can help break through systemic issues that keep glass ceilings in place.

• Cultural Shift:
  Promote a cultural shift that values diversity, equity, and inclusion as fundamental principles of organisational success. This requires challenging entrenched norms and attitudes that perpetuate discrimination and inequality and fostering a culture where everyone feels respected, valued, and empowered to reach their full potential.

DON’T BLAME THE WOMEN, FIX THE SYSTEM

Too often I’ve spoken with male leaders who say that want to focus on cultural shift programs rather than set quotas as though fixing gender equity and breaking glass ceilings is an easy fix with an either-or solution. They try a few things, bring in some training for the women, but don’t look at the organisation as a whole. Often too when things don’t turn out as they hoped, they wonder if it’s the women they appointed who were at fault.

Instead, gender inequity is more of a complex societal and systemic issue that will require a systemic approach with joined up thinking and a multi-faceted approach and programs that support women are only one small part of the puzzle. By implementing some, if not all of these systemic changes, organisations and societies can work towards eliminating the glass ceiling and creating more equitable opportunities for women and other marginalised groups to thrive in the workplace.

SOURCES:

• Workplace Gender Equality Amendment (Closing the Gender Pay Gap) Bill 2023
  https://ministers.pmc.gov.au/gallagher/2023/progress-close-gender-pay-gap
  https://www.wgea.gov.au/about/our-legislation
  
  
• National Strategy to Achieve Gender Equality (2024)
  https://www.pmc.gov.au/news/australian-government-launches-national-gender-equality-strategy
  
  
• Increased Paid Parental Leave and Superannuation on Paid Parental Leave
  https://www.pm.gov.au/media/boosting-parental-leave-enhance-economic-security-support-and-flexibility-australias-families
  https://www.dss.gov.au/our-responsibilities/families-and-children/programs-services/paid-parental-leave-scheme