Aldous Huxley once said, “Every ceiling, when reached, becomes a floor, upon which one walks as a matter of course and prescriptive right.” Our modernized world has progressed through many social obstacles, increasing the chance of underrepresented hard workers receiving equal opportunity. However, what happens when a transparent barrier, so delicate yet so strong, obstructs the growth of society’s most marginalized groups? Over the last fifty years, women have changed the workplace through their participation in heavily male-dominated industries. Yet, only a small proportion of females can advance up the corporate ladder. The notorious “glass ceiling” has long prevented women and other minorities from achieving positions of authority, despite possessing the necessary skills and qualifications. This imperceptible wall is intended to exercise subtle but pervasive discriminatory and derogatory practices in the workplace in order to keep certain groups of people from achieving well-earned titles. This adverse phenomenon must be eradicated from society due to its restrictiveness; only by eradicating the glass ceiling will equality and diversity thrive. 

Undoubtedly, social prejudice limits the number of opportunities available to certain individuals and can hinder their capacity to succeed in their careers. For instance, a 2017 survey of Fortune 500 businesses in the US revealed direct evidence that just 5.8% of CEO roles were assumed by women and only 19.9% of board positions were held by women. An economy that fails to adequately utilize the managerial qualities exhibited by women is unavoidably useless, as it dismisses a society where leadership skills are equally distributed among men and women. In other words, refusing to grant women executive positions puts the economy and the individual at a loss because of the waste of potential abilities and assets that could have benefitted them. The more occupations that have talented individuals, the more profitable the economy can become. Furthermore, the detrimental consequences intensify when indirect social cognition comes into play, which targets one’s unconscious behavior in their environment. Specifically, according to a BetterUp blog on the glass ceiling, even though companies do not hold an explicit guideline that bars females from leadership roles, implicit bias prompts better outcomes for men. Though it may be subjective, it is one of the leading causes of the glass ceiling. Most firms and organizations that do fall into unfortunate or unequal workplace situations almost always have unconscious motives; it is the historical bias against women that is still disproportionately affecting some work environments today. Strictly speaking, the prevailing decisions are carried out unintentionally and without comprehension. The majority of these choices predominately favor men, and these forms of attitudes and actions undermine female recognition and the expertise that they offer to the company. As a result, this restricts their professional growth and prohibits them from gaining work experience.

Additionally, the glass ceiling induces a lack of equality and diminishes representation in the workplace. A report published by FastCompany analyzes the gender pay disparity, noting that the average hourly income for a job is $29.03, with women receiving 79% of the salaries that men earn in equivalent roles. Unequal compensation, which dominates virtually every working industry, widens the barrier between men and women. The only reasonable explanations for why unfair wages persist are the roles of women in housework and motherhood. Unequal pay is at its greatest among married couples with newborn children, where females are more likely to assume household responsibilities. Society assumes that low female wages are justifiable based on gender norms. Regardless, the issue boils down to historical customs and traditions rather than the value of the work. Today, low pay is still a crucial predicament as it guarantees ongoing male dominance over females in every field of life. Likewise, a Regent University study indicated that should an employee of color join a company concurrently with a non-minority, the odds of them rising up the corporate ladder are minimized. When females and other minority groups have more challenges in obtaining senior positions than white individuals, it promotes a lack of diversity in an organization. Employees of color have higher turnover rates–which is how often employees leave a workplace environment–if they feel unwelcome, insulted, or ostracized by their peers. Due to less employee satisfaction, a business will face a decline in motivation, creativity, and innovation. Consequently, this creates a negative company culture that damages the organization’s image and productivity. 

The issues of the glass ceiling become worse when it virulently affects one’s physical and psychological well-being. A blog post from “HerCircle,” a movement platform for women, says that “professionalism” in work culture demotes employee pleasure, and frustrations with social prejudice delaying progress create the perfect formula for chronic stress. It is one thing to not progress in a field or career, but quite another if the job itself begins to cause complications. Not only will there be less job satisfaction, but also a decrease in overall performance. The constant struggles with status, income, and profession bring too much pressure, as well as competition. As a result, individuals are prone to experience emotional exhaustion and severe burnout. This loss of dedication and motivation has a detrimental impact on one’s decision-making skills and can find its way into the personal lives of employees. Similarly, according to BWWellbeingWorld, women find themselves in an awful and intolerable situation merely by discussing unfair practices and behavior they endure at work. Most women, particularly those of color, lack self-esteem and confidence. This internal doubt arises when the majority of their contributions are neglected, and other peers and coworkers are rewarded for success more often than they are. Instead of criticizing the company or organization, they doubt their own worth, abilities, and skills. Minority groups are, thus, held back from enjoying the fruits of their labor in the workplace as well as beyond it. 

On the contrary, one may argue that women themselves are to blame for experiencing the glass ceiling. Some claim that most women with a higher education choose low-wage occupations and lack ambition. Some even assert that the glass ceiling is simply a situation rather than an issue as women tend to prioritize time-consuming responsibilities outside of work, forcing them to either quit their jobs, get demoted, or receive lower salaries. However, this is highly untrue because neither men nor women bear the faults of the glass ceiling phenomenon. The problem is not gender but rather the systematic barriers that already exist in the workplace. Women did not choose inequality; no one wants to make their job harder than it already is. Vilifying and condemning women to faults based on their work life due to isolated roles at home, and their profession, is unjust. Furthermore, due to societal pressure and fear of rejection, most women, especially those of color, avoid coming forward regarding work issues. As a result, they either remain with their current dissatisfying jobs or pick ones that provide fewer obstacles for the sake of their peace. Instead of focusing on “fixing the woman,” more effort should be placed into fixing unfair impediments that have developed in the workplace over the past decades.

The truth, in reality, is that the glass ceiling is a critical dilemma that has festered to this day and must be resolved since it restricts potential, upholds inequality, inhibits diversity, and undermines physical and mental health. Social bias minimizes the chances attainable to demographic groups and could make it more difficult for them to thrive in their current occupations. It also reduces representation at work and promotes inequality. Finally, it adversely influences both physical and mental well-being. Considering everything, one question arises: why does the glass ceiling still exist in such a modern and advanced society? Throughout history, men and women had disparate roles in life and, therefore, have developed this unconscious bias regarding gender, especially in the workplace. Social norms and gender discrimination play a significant purpose behind social and class prejudice that needs to be broken.