This article first appeared on Medium.
When it comes to women in the workplace, some things have changed, while many things have remained the same. Women continue to face a myriad of challenges that impede their professional growth and success. From gender bias and unequal pay to limited advancement opportunities and struggling to juggle life and work, these hurdles persist despite striving toward gender parity.
However pervasive these challenges may seem, they are not insurmountable.
Which begs the question: As a society, do we really want equal rights for women?
Unfortunately, I’m not convinced we do as a society.
The roar of equality from many organizations begins with a cheerful melody, but then a tonal shift occurs, and the joyful noise turns into darker, melancholic harmonies that reflect these companies’ true motives: profit.
It’s good for businesses to say they are seeking a gender-parity workplace. But is it true? Actions do not indicate this to be so.
How long must we research, campaign, hold marches, have talks, and come up with clever themes about inspiring inclusion to get society to do the right thing when it comes to treating women as equal citizens in the world?
Research has already indicated that a diverse workforce is profitable. Studies have already offered ways to overcome bias and achieve parity. Experts have already advised that eliminating gender inequality requires the collective interest of individuals, communities, organizations, and governments.
For instance, here are the headlines over the last 40 years:
- “Breaking the Glass Ceiling” (1984)
- “The Glass Ceiling: Why Women Can’t Seem to Break the Invisible Barrier That Blocks Them from the Top Jobs” (1990)
- “Shattering the Glass Ceiling” (2000)
- “The Glass-Ceiling Index” (2010)
- “Breaking the Glass Ceiling: Women in Business” (2013)
- “The Glass Ceiling: A Reality for Women in the Workplace” (2015)
- “Breaking the Glass Ceiling” (2020)
- “Having A Glass Ceiling to Break Through is Privilege” (2021)
- “Is the Zoom Ceiling the New Glass Ceiling?” (2022)
- “Is the Glass Ceiling a Myth?” (2023)
- “Will Women Ever Shatter the Glass Ceiling?” (2024)
40 years of breaking a glass ceiling is exhausting, not to mention painful!
Then there are the number of other barriers related to the glass ceiling: concrete ceiling, paper ceiling, glass cliff, broken rungs, to name a few.
Isn’t it delusional to continue going around a mountain doing the same thing and thinking it’s going to change?
If the bottom line is the motivation for these companies, then why have we not strategized to use the bottom line to push for change? What is stopping us?
Is it convenience?
Are we too comfortable?
Are we afraid?
Our convenience, comfort, and fear are keeping us beating against a perpetual glass ceiling.
If everyone who believed in equality decided to prioritize buying from those companies that practice what they preach and bypassing those companies that don’t, that would make a powerful statement that we’re not playing. We mean what we say: We want equality now!
Which brings me to my next point.
The Success of Women Does Not Mean the Failure of Men
The fallacy that the success of women somehow detracts from the success of men deeply roots in the misconception that success is a finite resource, comparing it to crabs in a barrel competing for limited space to climb out. This mentality perpetuates the idea that there is only a fixed amount of success available, and if one group achieves it, then it must come at the expense of another.
This could not be further from the truth.
The success of women should never be perceived as a threat to the success or worth of men. Rather, it is a testament to progress and fairness in society. The empowerment of women does not equate to the disempowerment of men.
Empowered women signify an inclusive and equitable society. A testament to Martin Luther King’s dream of a world where people are valued based on their abilities, efforts, and contributions regardless of gender, color, or creed.
Yes, embracing and supporting the success of women benefits everyone, harnessing the full potential of our diverse talent pool and championing innovation and growth.
Success is not a zero-sum game.
The accomplishments of one person do not diminish the achievements or opportunities of another.
Success is abundant and multifaceted, with ample room for everyone to thrive.
Just as the success of an organization benefits society as a whole, the success of women enriches our communities and economy by leveraging untapped talent, perspectives, and ideas.
When women win, we all win!
Yes, the success of women leads to positive ripple effects in communities and the economy.
Studies have shown that when women are given equal opportunities and succeed, it results in higher productivity, better decision-making, and prosperity. When society breaks down the barriers and refutes the stereotypes that limit women’s potential, we create a just and prosperous world for everyone.
This is because women will not be judged on their gender but on the content of their character.
Championing the success of women is not only the right thing to do but is strategically beneficial for building a thriving future for all.
When a woman gives birth, she ushers in life with a plethora of possibilities to make the world better for all its inhabitants! Whether that is the physical birth of another human or the birth of ideas and strategies in the community, workplace, or government,.
The bottom line is this: Embracing diversity is key to unlocking the full potential of our society.
When women are empowered to succeed, everyone stands to benefit from the vast range of talent, skills, and contributions each perspective brings to the table.
Instead of viewing success as a scarce resource to be hoarded, recognize it for what it is: a rich, renewable, shared asset that grows stronger when we support one another’s achievements.
When we eradicate the “crab in the barrel” mentality, we will begin to create an equitable world where success knows no bounds.
The truth is, we need each other to get through this thing called life.
Even more so, we need to embrace the instruction of a loving, kind, and merciful God who has been faithful and true. But we’ve held back his bountiful blessings because of our arrogance, selfishness, and greed.
Psalms 68:11 declares, “The Lord announces the word, and the women who proclaim it are a might throng (NIV).”
As women from all over the world come together in solidarity to proclaim equality, may all of us open our hearts to effect the change necessary to realize true parity in our homes, communities, workplaces, and governments in 2024 and beyond.
References:
- Atcheson, Sheree. (2021, May 13). “Having a glass ceiling to break through is a privilege. Here’s Why.” Forbes.
- Barsh, Joanna, & Yee, Lareina. (2013, September). “Breaking the Glass Ceiling: Women in Business.” Harvard Business Review.
- Bryant, Gay. (1984). “Breaking the Glass Ceiling.” Harvard Business Review.
- Elsesser, Kim. (2020, December 14). “Here’s Why the Glass Ceiling May Remain Intact Despite Female Leadership.” Forbes.
- Gomez, L. E., & Bernet, P. (2019). Diversity improves performance and outcomes. Journal of the National Medical Association, 111(4), 383–392.
- Herring, C. (2009). Does Diversity Pay?: Race, Gender, and the Business Case for Diversity. American Sociological Review, 74(2), 208–224.
- Herring, C. (2017). Is diversity still a good thing? American Sociological Review, 82(4), 868–877.
- Javorcik, Beata. (2021, May 28). “How the Glass Ceiling Survived the Pandemic.”
- Kabeer, N., and Natali, L. (2013), Gender Equality and Economic Growth: Is There a Win-Win?. IDS Working Papers, 2013: 1-58.
- Matuson, Roberta. (2024, January 24). “Will Women Ever Shatter the Glass Ceiling?” Forbes.
- McDermott, Kirstie. (2022, October 28). “The Zoom Ceiling is the New Glass Ceiling.” Finextra.
- Miller, Claire Cain. (2015, March 1). “The Glass Ceiling: A Reality for Women in the Workplace.” The New York Times.
- Rayman, Paula. (1990, October 22). “The Glass Ceiling: Why Women Can’t Seem to Break the Invisible Barrier That Blocks Them from the Top Jobs.” Christian Science Monitor.
- Steinhauer, Jennifer. (2000, January 9). “Shattering the Glass Ceiling.” New York Times.
- The Economist. (2010, March 6). “The Glass Ceiling Index.”
- Thomas, D. A., and Robin Ely. “Making Differences Matter: A New Paradigm for Managing Diversity.” Harvard Business Review 74, no. 5 (September–October 1996): 79–90.
- Thomas, Stacy. (2023, October 13). “Is the Glass Ceiling a Myth?” HRD (Human Resources Director).
- Women’s Economic Empowerment. (2021). Gender Equality, Inclusive Growth, and Labor Markets. Women’s Economic Empowerment: United Kingdom: Insights from Africa and South Asia. Taylor & Francis. ISBN: 9781000340341, 1000340341.
