Here Is A Potential Beyond The Glass Ceiling: Breaking Down Barriers To Women's Advancement In ...
The concept of "breaking the glass ceiling" has long been a dominant metaphor for women's advancement in business, implying a vertical climb to secure a seat at the table within traditional corporate hierarchies. However, data from the Economist's glass-ceiling index reveals that despite progress, with 34. 2% of women in senior management roles in OECD countries, up from 33. 8% the previous year, women still face significant barriers (The Economist, 2022). According to a report by the Institute for Women's Policy Research, post-COVID, women's employment has reached a record high, with 52% of women aged 25-54 currently employed (Institute for Women's Policy Research, 2022). The traditional glass ceiling metaphor may be limiting, as it overlooks the horizontal expansion of influence made possible by technology, connectivity, and new forms of participation.
Women are not only climbing the corporate ladder but also moving outward, beyond the constraints of traditional roles. Advisors can play a crucial role in breaking down these "glass walls" by involving women in wealth conversations, regardless of their location, background, or perceived expertise (Arzt, 2025). The shift towards flexible environments has contributed to greater participation among women, with technology transforming access to information, expertise, ← →
The ascent of women to leadership positions in business has been a gradual yet significant phenomenon over the past few decades. According to a report by McKinsey & Company, companies with a higher proportion of female executives are more likely to outperform their industry peers (McKinsey & Company, 2015). Despite this, women remain underrepresented in top leadership roles, with only 21% of C-suite executives being women (Catalyst, 2020). The scarcity of women in leadership positions is particularly pronounced in certain industries, such as technology and finance, where women hold only 11% and 16% of executive positions, respectively (Deloitte, 2020). The reasons for the underrepresentation of women in leadership positions are complex and multifaceted.
Research suggests that women face a range of barriers, including unconscious bias, limited access to networks and mentorship opportunities, and work-___ balance challenges (Harvard Business Review, 2019). Women are often socialized to prioritize collaboration and consensus-building over assertiveness and self-promotion, which can hinder their ability to ascend to leadership positions (Bass & Riggio, 2006). To address these challenges, organizations are increasingly implementing initiatives aimed at promoting diversity, equity, and inclusion, such as leadership development ← →
Related perspectives: See hereFor decades, “breaking the glass ceiling” has been the dominant metaphor for women advancing in business.○○○ ○ ○○○
