Shattering a glass ceiling has become synonymous with success for the working woman. Many individuals, groups and even some organizations dedicate energy, attention and resources to helping women do exactly that. But what happens when these women finally do break through the glass ceiling? What comes next?
Anyone who has ever had the surprise of dropping a glass cup or bowl knows that shattering the glass is only the beginning. React too quickly or carelessly and someone ends up with a cut or, worse, in the E.R. for stitches. Yet we aren’t reacting with the same care and caution for women who shatter the glass ceiling only to be left bearing the weight of the damage.
We expect the struggle to be over when a woman breaks through a glass ceiling but even when it looks positive on the outside, the fallout from breaking through continues to perpetuate harm. Even when women reach the proverbial top, many aren’t psychologically safe, which can lead to more damage and harm.
We see this as evidenced by an increased lack of inclusion and belonging often coming from both the team they have left and the new team they’ve just entered. Health and wellness suffer. Feelings of isolation and loneliness increase while the pressure to perform increases. Despite their achievement, they are still expected to work twice as hard to keep their new status and prove they deserve that status to the people who aren’t used to seeing a woman at the top.
The implications of leaving this reality unchecked are too high—it’s time to expand our care for women in the workplace to include those at the top of their teams, departments and organizations.
1. Acknowledge the harm.
Most women who shatter the glass ceiling have had an arduous journey. Acknowledging what they likely went through due to systemic injustices is a great way to show “I hear you and I see you.” This helps build the trust required to provide additional care for the aftermath of their journey.
2. Provide a mentor.
The journey does not stop once a woman gets into their first leadership role or rises in the ranks. It will be important that women are intentionally matched with those who can support and sponsor them as they heal and settle into their new roles.
3. Amplify women’s voices.
It’s critical that when a woman enters a new team, their voice is welcomed and valued. One great way to welcome any new team member is to prompt them for their feedback and opinions in meetings first. This will allow them to genuinely share their perspectives without feeling they must agree with others.
4. Applaud women publicly.
As important as amplifying a woman’s voice is celebrating their voice. When a woman comes up with an innovative solution to a long-standing problem or gives an amazing presentation, give credit where it’s due. Often women’s accomplishments are not uplifted or celebrated. Worse, their credit may be taken by someone who is more vocal. Applauding women is not limited to when they are in the room; coworkers should be as willing to provide credit when they are not around.
5. Check in.
This may be the simplest yet most important of the actions. Once a woman “makes it,” it’s often assumed that she will no longer face the problems that other women face early in their careers. Unfortunately, it can be just as hard at the top, and support from a supervisor will be an essential part of feeling a sense of inclusion and belonging. This support can look like scheduling quarterly career conversations outside of performance reviews, scheduling a lunch with the sole goal of getting to know the woman better and asking about how the employee would like to receive feedback and respecting that preference when possible.
6. Advocate for equitable resources.
Individual efforts like the above are great and they help, but we also need to advocate for company policies that support women after they shatter a glass ceiling. These policies include complementary safety measures that not only encourage women to grow and advance in the workplace but also guarantee continued protection and care as they move along their career path. Measures like mental health and pregnancy support for women pre and post promotion can help ensure that women and those in underrepresented groups safely reach their leadership destinations whether they’re working toward a C-Suite or the White House.
The harm many women experience after shattering the glass ceiling is not something we can ignore. Progress has not kept pace with changing demographics, and we are still seeing too many instances of women being in a role for the first time, especially those in underrepresented groups.
Women need our help now. It is not enough to fix this problem for future generations or plan to have a solution in the next 30 years. Whether you are in a leadership role or not, we all have a responsibility to ensure that women are celebrated, not just tolerated, and given equal opportunity to learn, grow and thrive. It’s not enough for a woman to be invited to a room to sit at the table; their voice needs to be heard and valued even after they shatter the glass ceiling.
By: Antoinetta Mosley is the CEO and Principal Leader at I Follow the Leader LLC, a strategic consulting firm specializing in diversity, equity, and inclusion (DEI) strategy, initiatives, and education. As a Certified Diversity Professional (CDP), Antoinetta has worked on a range of projects for organizations of all sizes, including small to global nonprofits as well as Fortune 500 companies and travels the country as a sought-after speaker on DEI, courageous conversations, and belonging in the workplace. She teaches DEI for Arlan Hamilton’s Arlan’s Academy, has been featured in The New York Times.
The opinions and views of guest contributions are not necessarily those of theglasshammer.com