I was speaking to a friend recently over a coffee about her previous career in property. She was making brilliant money, she hit or exceeded targets every single month - she was by anyone's measure a successful property agent.
But after ten years she decided to quit the industry completely. During that decade her confidence had been completely eroded and she'd lost every ounce of enjoyment or personal satisfaction she got from the work. The excellent salary and her obvious talent for property counted for nothing and she quit the job while she still had some of herself left to walk away with. What was the problem? Why was it so awful? I asked. Ultimately, it came down to two things - the culture within the industry didn’t fit with her personal values and she was passed over time and time again for a promotion. She watched as younger men came into the business and were promoted over and above her despite their lack of skills, experience or results. It was kind of depressing to hear that this still happens in 2024.
Unfortunately we still have industries that are overtly “boys clubs” and others where it’s much more subtle and many of the men (and women) may not even be consciously aware that it’s happening.
Whether it is intentional or not is besides the point. It’s still happening and it’s damaging to women's careers. There are two obstacles that loom large in the path to success for women who want to build a career - the glass ceiling and the broken rung. You might already know what the glass ceiling is but have you heard of the broken rung?
The Glass Ceiling
Both terms are frequently mentioned when it comes to women trying to build a leadership career. The “Glass Ceiling” was a term introduced in the 1980’s. It refers to the invisible barrier, an unseen upper limit that prevents women (and other marginalised groups) from progressing to senior leadership roles irrespective of their skills and achievements. It’s a ceiling that is both invisible and unreachable. Even when some have made progress, the ceiling remains firmly intact for many others.
The Broken rung
The broken rung is a more recent term and relates to the obstacles women face when taking their first step into a management role. Imagine a ladder with its first or second rung damaged or missing. The rest of the ladder is perfectly in order but getting onto the ladder in the first place is the challenge because that first step has been taken away.
The gaps between men and women in leadership start much earlier than previously thought. In McKinsey’s “ Women in the Workplace” report findings show that women face their biggest hurdle at the first crucial step up to becoming a manager. Women are less likely to be promoted into their first management roles compared to men - this career setback has a cascading impact which leads to underrepresentation at all levels to come in the future. The idea that women are lacking in confidence in their careers is a myth. The broken rung damages the pipeline with fewer women at every subsequent level
What women can do about the broken rung…..
Let's be straight that this isn’t just women’s problem to fix (far from it!) but there are a few things we can do while we wait for organisations to play catch up;
Own your career
Self advocating for your promotion
Get help
Don’t wait for the job title before you take responsibility
What organisations can do to fix the broken rung
Organisations; you are not off the hook - far from it! Fixing the broken rung requires workplaces to develop cultures that are rooted in equity and lend themselves to early career talent development. There's little point in agonising over your gender pay gap and wondering why senior teams don't have more women in the top roles without looking to what is happening much earlier on in women's leadership careers.
Organisations need to shift their focus from fixing women to fixing themselves.
Ask, don't just assume -
Establish common ground rules -
Model behaviour that moves away from an ‘always on’ work lifestyle -
Provide leadership training and coaching early on (and not just to your high potential talent) -
Unless organisations get serious about fixing barriers and disadvantages specifically facing women in leadership the gender pay gap will never close. My friend’s career in the property sector is a clear example of the broken rung. It was far easier (and quicker) for men to progress within the industry than their equally (if not more talented) female counterparts. If organisations start by fixing the broken rung women will stand more chance of breaking the glass ceiling.
I’m Amanda Owen Meehan a Career and Leadership Coach who helps women get clarity and control over their careers to be more fulfilled and successful at work. If you’d like to work with a women's coach who can help you get the career you deserve you can book a free call to find out more here ,connect with me on LinkedIn or get in touch at amanda@wearereadytorise.com
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