Black women in leadership often face challenges that can lead to failure—now is a prime moment to turn the tide and create a different outcome.
After President Biden announced his exit from the presidential race and endorsed Vice President Kamala Harris as his replacement, the news brought hope and excitement to many. The overall vibe was filled with enthusiasm and anticipation, but as with any big news, there are always concerns that arise, and some people have expressed their worries about this transition.
“I’m behind @VP 100% to deliver this election – she can win. But today has provided a quintessential case study on the Glass Cliff Theory in politics, wrote one X user. “It’s not enough to call us the ‘backbone of the party’ if we must always be the last resort with everything on fire. Period.”
This sentiment is not unique. On the day of Biden’s historic decision to step aside, Google reported that searches for the term “glass cliff” had tripled.
We are well aware of the “glass ceiling,” a term American writer Marilyn Loden is credited with coining in 1978 to describe the barrier that stops women from reaching top leadership roles. She first used it in a speech for the Women’s Action Alliance, a feminist group in New York, and the idiom became popular in the 1980s when more women entered the workforce.
Over the years, different variations of the phenomenon have emerged, such as the “marble ceiling” in politics. Fast-forward to today, and we’re seeing the progress of more women and minorities shatter that glass ceiling, but there’s still a long way to go. According to a 2023 McKinsey report, white women make up 22% of employees in C-suite roles, while women of color make up just 6%.
The glass ceiling represents the point where women reach the top of middle management and then hit a roadblock. They become stuck, unable to break through to a higher level. The glass cliff, however, is like a cliffhanger for what follows. It is a metaphorical edge that one stands on, while they wait to see what happens next.
Originated by University of Exeter researchers in 2005, the glass cliff is a reality where Black women, for example, are often selected to lead organizations that are already in trouble – “promotions” to top positions during times of crisis or scandal. These appointments can be seen as rescue missions by way of the “big mother complex,” meaning that when an institution is in distress, it instinctively seeks out a nurturing figure to alleviate the situation. However, when things are running smoothly, it seems that having a male leader is considered sufficient.
Harsh Realities
Back in January, the discussions surrounding Black women and the concept of the glass cliff erupted when Claudine Gay stepped down as the first Black woman to be the president of Harvard University. Her situation shed light on the fact that Black women often have to navigate being both a shield and a target for prestigious institutions. Still, it’s worth mentioning that the glass cliff phenomenon isn’t the only reason why Black women face challenges as leaders. There are many systemic and operational factors at play in the workplace. These are not isolated incidents; they are a constant filter through a Black woman’s entire work experience.
“The glass cliff effect is part of – but not the only reason – why we see so few Black women in visible, high-ranking leadership roles,” Adia Harvey Wingfield, PhD, a professor of sociology at Washington University in St. Louis and the author of Gray Areas: How the Way We Work Perpetuates Racism and What We Can Do to Fix It, explains to PopSugar. “Other factors include biases in hiring, unwelcoming organizational cultures, lack of access to mentors, blocked internal routes to promotion, and, unfortunately, good old-fashioned discrimination.”
The double standards are clear. From a young age, Black women are told that they have to work twice as hard to get half as much. And even when they finally achieve a coveted position, they still face oppressive challenges. Bias, tokenism and constant undermining are just a few of the burdens they carry, all rooted in anti-Blackness. As a result, they often face unrealistic standards and become scapegoats for the organization’s failure to support their leadership success.
Of course, it’s always important to take into account the ways in which Black women can navigate their future, even if it requires patience for institutions to catch up. Above all, we need to recognize our mental and physical well-being because the toll of workplace challenges holds far greater consequences than any leadership role or prestigious title. Just look at the tragic loss of Antoinette Candia-Bailey, the vice president of student affairs at Lincoln University of Missouri. Tragically, she took her own life in January after bravely speaking out about workplace bullying and harassment through her emails.
The devastating incident serves as a stark reminder of the importance of addressing these issues head-on. We must not shy away from advocating for ourselves and creating a supportive environment where everyone can thrive.
Designing a New Path Forward
In order to truly conquer the glass cliff, experts say we must go beyond raising DEI awareness. It’s vital to implement comprehensive measures that create supportive spaces for women to succeed. This includes providing equal opportunities for growth and advancement, breaking down barriers, and challenging traditional gender norms. Human Resources specialist, Remone Robinson, offers the following practices that companies should include as well.
Provide Equal Access to Leadership Development Opportunities
Women and minorities often miss out on leadership development chances which make it harder for them to reach senior roles. But when organizations offer equal access to these opportunities, they can create a more diverse and inclusive leadership pipeline.
Conduct Bias Training
Unconscious bias has a great effect on hiring and promotion decisions, often leading to the creation of glass cliffs. By providing bias training to all employees involved in the hiring and promotion processes, companies can address these prejudices and promote a more equitable and fair environment successfully.
Implement Objective Hiring and Promotion Criteria
When it comes to reducing the influence of personal biases, it’s important for organizations to adopt objective hiring and promotion guidelines. By implementing these impartial standards, organizations are placing more emphasis on skills and qualifications rather than how well someone “fits in” or how much they’re liked.
Provide Support to Leaders on the Glass Cliff
Leaders appointed to roles on the glass cliff face unique challenges and increased scrutiny. Providing additional support and resources such as coaching and mentorship programs, as well as networking opportunities, are crucial in empowering these leaders to thrive in their roles.
Monitor and Address Negative Media Coverage
In today’s fast-paced and interconnected world, it is critical for organizations to stay vigilant and keep a close eye on any media coverage about their leaders. This is especially important when it comes to the concept of the glass cliff, where negative coverage can pose dire outcomes.
When faced with bad press, it is essential for institutions to act swiftly and decisively. Instead of shying away from the issue, they should confront it head-on and address the root problems. By doing so, they demonstrate their commitment to transparency and accountability, earning the trust and respect of both employees and customers alike.
Doing so not only fosters a sense of trust and loyalty, but also allows for a collective effort in finding solutions and moving forward together.
