The Glass Cliff effect

You might be aware of the term “glass ceiling”, which refers to the metaphorical barriers certain groups and individuals face when looking for promotions into managerial roles. It is a term that often comes up when examining the trajectories of high-level women like Hillary Clinton or Sheryl Sandberg. The Me-Too movement has ignited more comprehensive discussions about equality, sexism, and the many challenges that are unique to the female experience in work settings. Another term that isn't as widely discussed but has impacted the experiences of Black and Brown women for years is the concept of the "glass cliff".

 

The term "glass cliff" was coined by Michelle Ryan at the University of Exeter as the opposite of “glass ceiling”. A term to describe the barriers minorities face when trying to advance in the workplace. It has been observed that in many instances, non-white leaders tend to get promoted more during times of struggle. A company in disarray tends to hire Black and Brown people to executive positions, sometimes with little training and no organizational support. As depicted in Netflix’s The Chair, starring Sandra Oh in the role of a professor who has been newly appointed to save an ailing English department, people of color get appointed to leadership roles when the risk of failure is high. Being placed in these positions can often require them to perform at overdrive, dedicate longer hours, and face resistance while trying to fix organizational issues.

 

An increased push for diversity and inclusion came in the aftermath of the George Floyd’s protests in 2020. Not only have many notable Black women in leadership roles stepped down, but people also appointed in DEI roles have recently parted ways with the companies that pledged to create more equitable and inclusive workplaces. Some of the most cited barriers include getting promoted to roles with little to no power, dealing with unrealistic expectations, and getting scapegoated when goals aren’t met, despite facing greater obstacles than their white female counterparts. As Kyra Kyles, the CEO of YR Media, puts it, "When you’re spending time doing cleanup, you can’t grow, but you have investors and advertisers who are expecting growth; they’re not recognizing that you were brought in literally to clean up someone else’s mess”.

 

Companies that are truly committed to equity and inclusion must recognize when Black female leaders are placed in “impossible situations”. Preventing the “glass cliff” requires:

 

·      Equity audits, based on accountability metrics, to ensure DEI actions. Building equity in an organization requires data acquisition and proper follow-up so that unfair hiring practices, biased performance evaluations, and other barriers that hinder promotions can be detected.

·      Leaders must acknowledge their unconscious biases when it comes to the assessment of their female employees and how unconscious biases influence hiring and promotions.

·      Newly appointed leaders should have enough organizational support. Women of color should be able to lean on other senior leaders who will respect their decisions and give them the tools and resources to be successful.

·      Mentorship can help women of color navigate the organization and provide guidance when dealing with difficult underlings, low morale, or a calcified organizational culture, for example.

·      Recognize Black women as human beings and set realistic expectations for them, as they would for anyone else. The “strong Black woman” trope, which is the perception that black women are naturally strong and resilient, is a detriment to their mental health. The pressure to be perceived as resilient can lead many Black women to put themselves and their well-being at risk. Black women need to be allowed to take breaks and still feel supported.

 

Unfortunately, most studies don’t follow up on post-promotion trajectories and therefore don’t include the fact that many of them are set up to fail. For some, this confirms the biased conclusion that “Black leaders are not as good”. Black women face multiple biases at the intersection of race and gender. Their insights can bring unique perspectives but also make them vulnerable to harsher penalties. The “glass cliff” is another example of the unique experience Black and Brown women face within our social structure.

 

Barger, Amira K.S. The buzz: Black women are expected to climb and summit the Glass Cliff. The Inclusion Solution. (2022, December 8). https://theinclusionsolution.me/the-buzz-black-women-are-expected-to-climb-and-summit-the-glass-cliff/

 

Plan, informing the plan, Organizational Assessment Tools and resources. Racial Equity Tools. (n.d.). https://www.racialequitytools.org/resources/plan/informing-the-plan/organizational-assessment-tools-and-resources

 

Munson, Kristen. University, U. S. (2013, July 18). Studies show women & minority leaders have shorter tenures, tenuous support. Welcome To Utah State University. https://www.usu.edu/today/story/studies-show-women-amp-minority-leaders-have-shorter-tenures-tenuous-support

 

Graham, Ciera. What is the glass cliff and how does it impact women of color?. Career Contessa. (n.d.). https://www.careercontessa.com/advice/glass-cliff/

 Thompson Payton, L'Oreal. Yahoo! (n.d.). Black women and the Glass Cliff: “I was supposed to bring some kind of black girl magic.” Yahoo! Finance. https://finance.yahoo.com/news/black-women-glass-cliff-supposed-130000665.html