The term “glass cliff” refers to the phenomenon where women are more likely to be placed in leadership roles during times of crisis or downturn, when the likelihood of failure is higher. Coined by Professors Michelle K. Ryan and Alexander Haslam of the University of Exeter, the glass cliff draws attention to the precariousness of such positions for women leaders.
Research Findings on Glass Cliff
Origin and Studies
The concept was first identified in 2004 through a study investigating the performance of companies before and after appointing women to their boards. Ryan and Haslam noted that women were often selected for these roles during periods of poor company performance.
Implications
Subsequent research has highlighted several implications:
- Risk of Blame: Women in these positions are often set up for failure, leading to higher scrutiny and blame if things do not improve.
- Glass Cliff and Mental Health: Increased stress and pressure can impact the mental well-being of individuals placed in these precarious roles.
- Impact on Long-term Career Prospects: Failure in these high-risk roles can negatively affect future career opportunities.
Real-world Examples
Business Sector
Several high-profile cases illustrate the glass cliff phenomenon:
- Marissa Mayer: Appointed CEO of Yahoo during a period of decline, her tenure saw mixed results and significant scrutiny.
- Mary Barra: Became the CEO of General Motors amidst a massive recall crisis, facing considerable challenges from the outset.
Political Arena
The political arena also shows instances of the glass cliff:
- Theresa May: Became Prime Minister of the UK during the tumultuous Brexit negotiations.
- Julia Gillard: Was appointed Prime Minister of Australia during a time of political instability and economic challenges.
Glass Cliff vs. Glass Ceiling
Definition
- Glass Ceiling: An invisible barrier that prevents women and minorities from advancing to top leadership positions, regardless of qualifications or achievements.
- Glass Cliff: The tendency to place women in leadership positions during times of crisis, where the risk of failure is significantly higher.
Comparison
- Timing of Appointment: The glass ceiling stops women from getting to top positions at all, while the glass cliff places them in risky positions once there.
- Risk Level: Glass cliff situations are precarious and higher-risk, whereas the glass ceiling is a persistent barrier that needs breaking through.
FAQs
What is the main difference between a glass cliff and a glass ceiling?
Are there solutions to the glass cliff phenomenon?
Related Terms
- Tokenism: The practice of making a perfunctory or symbolic effort to include members of minority groups, often without empowering them meaningfully.
- Queen Bee Syndrome: A phenomenon where a female leader who has struggled to climb the career ladder may not support other women in similar positions.
- Leadership Bias: Bias or prejudice in decisions related to selecting or evaluating leaders, often influenced by gender or other demographic factors.
References
- Ryan, M. K., & Haslam, S. A. (2005). The Glass Cliff: Evidence that Women are Over-Represented in Precarious Leadership Positions. British Journal of Management, 16(2), 81–90.
- Bruckmüller, S., & Branscombe, N. R. (2010). The Glass Cliff: When and Why Women are Selected as Leaders in Crisis Contexts. British Journal of Social Psychology, 49(3), 433–451.
Summary
The glass cliff remains a significant issue in both corporate and political arenas, highlighting unique challenges that women face when appointed to leadership roles during times of crisis. Understanding this phenomenon is crucial for promoting gender equality and ensuring that women in leadership positions receive the support and resources necessary to succeed.
