The existence of glass ceiling ultimately results in reduced participation by minorities and women, demotivation and lack of morale in the organization. The article identifies the levels of glass ceiling that exists and suggests some solutions.

Many a time you have come across the term `glass ceiling' in your dailies or in your favorite business magazine. May be you faintly made out what it was all about. But you could never understand it fully. Worse, if you are a top executive of your company and knew what this term meant but could never assess whether your company has a few of these. Let us ask a simple question. How many women directors is your company having on its Board? Or, if you are working in an MNC then, how many nonwhite, non-parent country native are there in your company as directors? Very few! Or probably not a single one? Isn't it? Well, aren't they competent enough as those who meet regularly in the Boardroom? If so, then have you ever wondered what is it that is stopping them from reaching to that height?

Welcome to the invisible barrier Glass ceiling. This term first entered the business lexicon in 1986 when The Wall Street Journal's "Corporate Woman" column identified a puzzling new phenomenon. There seemed to be an invisiblebut impenetrablebarrier between women (and minorities) and the executive suite, preventing them from reaching the highest levels of the business world regardless of their accomplishments and merits. The phrase immediately captured the attention of the public as well as business leaders, journalists and policy-makers. The metaphor was quickly extended to refer to obstacles hindering the advancement of minorities as well as women. These artificial, invisible and impenetrable barriers may exist in seemingly neutral hiring criteria, or in the selection criteria used for advancement and professional development opportunities. These barriers may also prevent minorities and women of all races from being given assignments that can lead to the development of expertise and credibility.

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