Question

The Glass Ceiling has become more of a Leadership Labyrinth. What are some best practices, both organizationally and individually, that can help women leaders navigate this labyrinth and attain more leadership positions within organizations?

Does the burden of making changes in the representation of female leadership fall upon businesses and organizations or on individuals, and why?

Answer 1

Some organizational best practices to navigate the glass ceiling:

1) Create awareness within the organization:

The first step to any organizational change is awareness. The organization should strive to foster an environment where the likes of both men and women are aware of such a phenomena and impart gender sensitive education. There should be interactive sessions where both genders are involved and feel safe to raise their opinion, whether positive or negative. Regular training sessions and podcasts need to be conducted.

2) Metrics for gauging performance and regular audits:

The organization should prepare certain metrics for their workforce development over short term and long term duration to monitor progress. For example, there should be a benchmark that by the next five years, 50% of the middle management and 20% of the top management positions must be filled by meritorious women. Regular audits to identify discrepancies and thorough investigation is also required to put this practice into the correct use.

3) Female mentoring

Women who are already at the top positions should volunteer to create a female mentoring program, wherein they could guide and train young women into navigating their career through the organization. This should be a safe space to discuss any potential impediments young women view to their career progress graph. Proper HR policies should be in place to circumvent any difficulties such women may face.

Individual Best Practices:

1) Seek help and guidance when essential

Whether or not the organization has a female mentoring program, young women should strive to reach out to their women leaders in face of difficulties whenever possible. On the other hand, if you are a female leader yourself, you should reach out to your juniors and help them in navigating issues when essential.

2) Eliminate biases

Many women hold pre-assumed biases about the other gender and men in leadership roles. Reach out and an open discussion should help eliminating such biases and create a healthy environment where both genders can prosper

3) Networking

Not just the leadership, but women should also build a strong network among their peers and colleagues. If at any point you feel that the current organization is not conducive to your growth, your network should be strong enough to provide you with several different opportunities or alternatives.

Part 2:

The burden should not fall on the organization or individual alone, but collective efforts are needed to effectively shatter the glass ceiling and help women navigate to the leadership positions. On the first instance, the organization can create a safe environment for women to reach out in case of difficulties, as well as for men to propose solutions. Eventually both the organization and individual need to orient themselves in a direction to achieve growth and equality for all.