Glass Ceiling Still Barrier

March 8 2006 - A study by Accenture shows that, despite improvements in the last 10 years, women executives still face an uphill battle for workplace equality. Factors believed to influence this situation vary in different parts of the world.

The study, entitled 'The Anatomy of the Glass Ceiling: Barriers to Women's Professional Advancement', was conducted as part of Accenture's observance of International Women's Day and is based on a survey of 1200 male and female executives in the United States, Canada, Austria, Germany, Switzerland, United Kingdom, Australia and the Philippines.

Respondents were asked to score factors they felt influenced their career success across three 'dimensions':

individual - career planning, professional competence, assertiveness, etc.
company - supportive supervisors, transparent promotion processes, tailored training programs, etc.
society - equal rights, government support of parental leave, etc.

Differences between male and female respondents' answers were used to calculate the current 'thickness' of the 'glass ceiling' - the term describing behaviours, practices and attitudes that create an unacknowledged barrier preventing the advancement of women and other disadvantaged groups to leadership or management positions.

The study found that in Canada, approximately two-thirds of both male and female executives (67 per cent of men and 64 per cent of women) believe that gender equality in the workplace has improved in the last 10 years. However, only one-third (32 per cent) believe that men and women have equal opportunities in the workplace, and one-third (34 per cent) of female executives believe that their gender limits their career opportunities.

Jodie Wallis, a senior executive in Accenture's Financial Services practice said:

'Equality in the workplace is still a battle for many women. While there has been improvement, companies need to recognize the contributions women make to their organizations. The glass ceiling is starting to crack, but it has not been shattered.'

Some women executives believe the glass ceiling is a function of societal rather than individual factors. Respondents in the United States and the United Kingdom, for instance, are confident of their own business capabilities and are more likely to believe that the greatest barriers to their success come not from this 'individual' dimension or from the culture of their organization but from society at large.

At the other end of the spectrum, women executives in Canada and the Philippines believe that societal issues are less of a barrier and that corporate cultures are more to blame for the glass ceiling.

The study suggests that Canadian organizations have room for improvement when it comes to supporting equal opportunity in the workplace. Only 28 per cent of Canadian women acknowledged formal mentoring programs for women within their organizations. In addition, less than half (45 per cent) felt that promotion processes are transparent, compared with 52 per cent of Canadian men.

'Building and retaining a diverse workforce is a tremendous asset to any Canadian firm. At Accenture, we have found that creating an environment where mentoring, networking and sponsorship thrive advances women and the company' said Wallis.

Among the most important factors contributing to career development identified by Canadian women are:

assertiveness (80 per cent)
personal ambition (78 per cent)
internal networking (69 per cent)
willingness to relocate (59 per cent).

'The study reminds us that while there has been progress in shattering the glass ceiling over the past 20 years, organizations - and societies - need to realize how important it is to capitalize and build upon the skills of women,' said Kedrick D. Adkins, Accenture's chief diversity officer. 'Creating a business culture that supports innovation, growth and prosperity requires people with diverse talents, and organizations need to ensure that they value all styles of leadership and work. In other words, global inclusion is the key to the long-term success of companies.'