Barriers to advancement in a corporate environment; usually applies to women.
The term “glass ceiling” has been in common use since the mid-1980s to describe the discrimination faced by women in the corporate world. The concept of a ceiling implies that it is upward advancement that is being prevented. It is called a “glass” ceiling because those trying to move up the corporate ladder do not always see that a barrier is in place to stop their climb. Since first being coined, the term has been expanded to include visible minorities, who also lack representation in the upper echelons of big corporations.
The notion of a glass ceiling is not without controversy. Attempts to move women up the corporate ladder have led some people to claim that reverse discrimination is in place; that such promotions are not always based on qualifications, but solely on demographics. Statistics do not bear out this theory, as women, who represent half the work force, hold less than a quarter of top management jobs and only about 2% of directorships.
The effect of the glass ceiling is also noted in politics, especially in North America. Women make up more than half the population, but make up less than 20% of most legislative bodies.