The glass ceiling effect is a very common term used in the human resource management. It is an unseen barrier which do not allow the women and minorities to raise to the higher ranks of the corporation irrespective of their qualities. Even being in the 21st century, the glass ceiling still exists in most of the companies. It is something that has penetrated so much in our corporate culture. it is actually the resistance to the achievements and accomplishments of the women as well as the minorities to reach the top rank of the managements. Initially, this term was only restricted to the women, but them it also extended to the men and women of the minorities.
In the early 1980’s, instead of glass ceiling another term was used, called as “mommy track”. This term was associated the women who had small children, because they were thought to be less motivated and disciplined than the male workforce. It was assumed that the women who are childbearing would take longer leaves or would completely leave the workplace and if they come back to the office or join the office again they were considered less active, less motivated, and less enthusiastic because of their motherhood and their maternal duties. But the family and medical leave act helped to eliminate the mommy track.
There is no guaranteed strategy to get over this issue, but women and minorities can somewhat overcome this by proving themselves twice as their male colleagues. Be a part of the managerial club. In short, prove that you are not getting payed for the working hours, but because you are making those hours valuable.
Pichler, S., Simpson, P. A., & Stroh, L. K. (2008). The glass ceiling in human resources: Exploring the link between women’s representation in management and the practices of strategic human resource management and employee involvement. Human Resource Management, 47(3), 463-479.