360-Degree Feedback – Meaning, Process & Benefits in Performance Evaluation
Book a Free Demo360-Degree Feedback
A performance evaluation method that collects feedback from managers, peers, subordinates, and sometimes clients. This approach provides a comprehensive view of employee performance.
1. What is the Glass Ceiling?
The glass ceiling refers to an invisible yet persistent barrier that prevents certain groups — most often women and minorities — from advancing to senior leadership or executive positions within organizations, regardless of their qualifications, experience, or performance.
2. Why is Breaking the Glass Ceiling Important?
Removing these barriers promotes greater diversity in leadership, fosters innovation, and ensures fair representation across all levels of an organization. When individuals from different backgrounds and perspectives are given equal opportunities to lead, companies benefit from broader ideas, stronger collaboration, and more creative problem-solving. Diverse leadership teams are also better equipped to understand and serve varied customer needs, making the organization more adaptable and competitive.
3. Common Causes of the Glass Ceiling
- Unconscious bias and stereotypes
- Lack of mentorship and sponsorship
- Organizational culture and policies
- Work-life balance challenges
4. Example of Efforts to Break the Glass Ceiling
A company implements leadership development programs targeted at women and minorities and establishes mentorship initiatives.
5. Best Practices to Overcome the Glass Ceiling
- Promote inclusive leadership and policies
- Provide mentorship and sponsorship programs
- Address unconscious biases through training
- Support flexible work arrangements
6. Related HR Terms
7. FAQs About Glass Ceiling
Q1. Is the glass ceiling a legal term?
No, it’s a metaphor describing hidden barriers.
Q2. Does the glass ceiling affect only women?
Primarily women but also minorities and other marginalized groups.
Q3. Can organizations measure the glass ceiling?
Yes, by analyzing leadership demographics and promotion rates.
Q4. How long will it take to break the glass ceiling?
It requires sustained effort and cultural change.
Q5. What role does leadership play?
Critical in driving policies and culture that break barriers.
Ready for Global Mobility next?
