Although we’ve come a long way in the last century in terms of women’s rights, the “glass ceiling” is an ongoing problem in the working world, especially in business and STEM fields. The glass ceiling represents the invisible, yet persistent obstacles that women face when trying to advance their careers. These barriers prevent women from getting the same promotion and recognition opportunities as men, regardless of their talent or experience.
Women with the same qualifications as their male colleagues are often paid less, face frequent discrimination in the workplace, and are routinely passed over for higher-level positions, even while they are given increased responsibilities. The glass ceiling leads to a lack of diversity in the C-suite and stifles innovation across industries.
Being aware of the glass ceiling and the challenges they are likely to face in their careers can help women prepare and overcome these barriers. Here are some important strategies women can use to advance their careers and face challenges that come their way.
Take Negotiation Seriously
Many women are intimidated by the idea of negotiating their salary, but it’s something that men do all the time. It’s an expected part of the hiring process and women who take the first offer they are given are almost always leaving money on the table. So, how can women negotiate successfully?
Dr. Yuvay Meyers Ferguson, an Associate Professor of Marketing at Howard University’s School of Business, urges women to put off negotiations until they have an offer in hand.
“Once you’ve gotten a verbal or written offer, that is when you need to start the negotiation process. Hopefully you were told the salary range. Even if you weren’t, you should be equipped with your own research about pay for similar roles at the company and at competitor companies. Be prepared to aim high and meet somewhere above your target salary.”
Dr. Antoinette Boyd, the Director of Career Success & Professional Development at Maryville University advises putting all negotiation points in writing, if possible:
“It is generally better to negotiate salary in writing (if you have that option). Either way, draft a carefully written message that can be sent via email or used for talking points if over the phone or in-person, that focuses on three main points:
1) Thank the employer for the offer (i.e. thank you for the offer, I am very grateful for the offer and the opportunity to join your team)
2) Negotiate the salary (i.e. before I formally accept the offer, I would like to discuss salary, after conducting research I found that most [INDUSTRY/FUNCTION/ROLE] professionals with my skills and background are earning between [SALARY RANGE] and would like to discuss the possibility of moving my starting salary within this range. Would a starting salary between [$XXXXX-XXXXX] be an acceptable consideration?)
3) Share your excitement and enthusiasm for the role, remind them of the value you bring, and the contributions you want to make (i.e. I am very eager to bring my unique skills and experiences to [COMPANY], and look forward to approaching the [TITLE] role with creativity and innovation to positively impact the department and the organization).”
Build a Strong Professional Network
Networking is critical for women who want to advance their careers, especially when it comes to finding a new job. Connections are everything in the business world, and many women get to the next step on the ladder by building strong professional relationships that lead to new opportunities.
Both online and in-person networking strategies can help women meet supportive people who want to see them succeed. By focusing on listening to others, providing value, and genuinely caring about the lives of others, women can create strong connections that will help them later on in their careers.
Leverage Data
Discrimination against women is shamefully common in the world of business. When women are working toward advancement, they are often passed over for flimsy reasons that boil down to sexism. This is especially common for women of color.
One way to address these unfair practices is to leverage data. Flimsy excuses about a male colleague being “better suited” to a role, even if he has less experience, fall apart when data is brought into the mix. Women should collect as much data as they can about their contributions to the company’s bottom line. They can use these numbers when making a case for a promotion or when looking for a new job.
Get Additional Certifications & Build Skills
Although most women who are established in their careers don’t need to get more certifications or degrees to succeed, younger women who have been in the workforce for only a short time will want to consider building their skills to advance their careers. Learning a new in-demand skill, like coding, can be a great way for women to increase their overall competitiveness in the job market.
Many certification programs offer scholarships and employers are sometimes willing to finance an employee’s professional development to help them skill up and provide more value.
Emphasize Rest and Self-Care
Women often experience burnout due to a lack of work-life balance, chronic stress, and additional responsibilities at home. It’s common for women to forego their own needs to cater to the needs of their employer or their family, which pushes them to the point of exhaustion.
To avoid burnout and advance their careers, women need to take care of themselves. Self-care isn’t just about bubble baths and manicures—it’s about getting enough rest, maintaining a healthy diet and proper hydration, and exercising regularly. Women also need time to spend with friends and family or to work on their own hobbies.
Women who prioritize their own self-care are better able to deal with the challenges they face in the workplace. They are also able to do their best work because they are refreshed from their personal time.
Employers Need to Step Up
Women can do a lot to advance their own careers, but the glass ceiling is still alive and well in many industries and organizations. It isn’t fair for women to shoulder the entire responsibility of breaking the glass ceiling; employers need to do their part.
Strategies like creating clear policies, implementing diversity and inclusion programs to hire and advance more women and minorities, providing training to address implicit bias, offering flexible work hours, and investing in “skilling up” or providing mentoring to female employees are all great ways employers can help advance women in the workplace. Paying women fairly is also critical, as it signals the immense value of the work women do.
The glass ceiling is notoriously hard to break. But if employers and women work together, these invisible barriers can come down, ultimately creating a more equitable and successful business landscape for everyone.
