- List of Figures
- List of Tables
- List of Contributors
- Theorizing Gender-and-Organization: Changing Times…Changing Theories?
- Disturbing Thoughts and Gendered Practices: A Discursive Review of Feminist Organizational Analysis
- Organizations as Symbolic Gendered Orders
- Was will der Mann?
- Feminism, Post-Feminism, and Emerging Femininities in Entrepreneurship
- ‘Meaning That Matters’: An Organizational Communication Perspective on Gender, Discourse, and Materiality
- Female Advantage: Revisited
- The Rocky Climb: Women’s Advancement in Management
- Leadership: A Matter of Gender?
- Negative Intra-Gender Relations between Women: Friendship, Competition, and Female Misogyny
- Sex, Gender, and Leadership: What Do Four Decades of Research Tell Us?
- Gendered Constructions of Merit and Impression Management within Professional Service Firms
- Gender and Careers: Obstacles and Opportunities
- The Glass Cliff: Examining Why Women Occupy Leadership Positions in Precarious Circumstances
- Power and Resistance in Gender Equality Strategies: Comparing Quotas and Small Wins
- Sexual Harassment in the Workplace
- Organizational Culture, Work Investments, and the Careers of Men: Disadvantages to Women?
- Challenging Gender Boundaries: Pressures and Constraints on Women in Non-Traditional Occupations
- Contextualizing Men, Masculinities, Leadership, and Management: Gender/Intersectionalities, Local/Transnational, Embodied/Virtual, Theory/Practice
- Masculinities in Management: Hidden, Invisible, and Persistent
- Masculinity and Sexuality at Work: Incorporating Gay and Bisexual Men’s Perspectives
- Doing Gender Differently: Men in Caring Occupations
- Masculinity in the Financial Sector
- Masculinities in Multinationals
Abstract and Keywords
It has been twenty-five years since the metaphor of the glass ceiling was coined to describe gender inequality in higher management. This chapter focuses on evidence of a relatively subtle form of gender discrimination that is encountered once women have broken through the glass ceiling, captured by the newer metaphor of the glass cliff. The glass cliff captures the phenomenon that the leadership positions that women obtain typically prove to be more risky and precarious than those of men. We summarize archival and experimental evidence that demonstrates the existence of a glass cliff and helps us understand the processes causing it. We outline questions for future research and discuss implications for policy and practice.
Susanne Bruckmüller is a postdoctoral researcher at the University of Exeter, UK. Her research combines approaches of social cognition and intergroup relations to address questions surrounding communication about group differences, privileged and stigmatized social identities, and the cultural reproduction of social inequality. She applies this work to practical issues such as workplace gender discrimination, attitudes and expectations towards immigrants, and the optimization of prejudice reducing interventions.
Michelle K. Ryan is Professor of Social and Organizational Psychology at the University of Exeter, UK, and Professor of Diversity at the University of Groningen, the Netherlands. Her major area of research is the study of gender and gender differences in context. She is particularly interested in gender discriminatory practices in the workplace, such as the glass cliff and the gender pay gap. Other research interests include the study of complex and stigmatized social identities, such as those based on race, sexuality, and disability. She works closely with industry and policymakers to translate her research into practical interventions.
Floor Rink is Associate Professor at the University of Groningen in the Netherlands. She examines the social psychological mechanisms underlying individual and group behaviour. Her research topics include gender inequality and the upward mobility of minorities in the workplace, group receptivity to deviance (i.e. moral rebels, newcomers), and status differences within groups.
S. Alexander Haslam is Professor of Psychology and Australian Laureate Fellow at the University of Queensland. His work with colleagues around the world focuses on the study of social identity in social and organizational contexts. This is represented in his most recent books: The New Psychology of Leadership: Identity, Influence and Power (with Stephen Reicher and Michael Platow, Psychology Press, 2011) and The Social Cure: Identity, Influence and Power (with Jolanda Jetten and Catherine Haslam, Sage, 2012). He is Fellow of the Canadian Institute of Advanced Research and a former recipient of EASP’s Lewin Medal for research excellence.
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