What’s holding you back at work? A sticky floor or a glass ceiling?

The “sticky floor” represents barriers that keep people from moving up, while the “glass ceiling” symbolizes the invisible obstacles preventing advancement. It really depends on individual experiences. Some might feel stuck in their current roles due to a lack of opportunities or support, while others might face systemic challenges that limit their progression.

What’s the difference between a glass ceiling and a sticky floor?

While the glass ceiling effect illustrates the barriers in the medium and high rankings of job positions, the ‘’sticky floor’’ emerges slowly but steadily and depicts the situation in low and medium ranking. Regardless of education level or field of occupation, almost all the executives, employees and entrepreneurs have to go through the low and medium stages of employment/entrepreneurship. What is the defining moment though that determines whether or not some women will make to the top and some others will remain at the same or slightly higher ranking? This is where the ‘’sticky floor’’ comes forward. The ‘’sticky floor’’ is the expression used as a metaphor to point to a discriminatory employment pattern that keeps workers, mainly women, in the lower ranks of the job scale, with low mobility and invisible barriers to career advancement. The obstacles and barriers in the early stages of one’s career path are acting as an adhesive tape that glues the person to the ‘’floor’’ and does not allow it to climb the corporate ladder.
This leads us to an important question: is it the glass ceiling or the sticky floor? Unfortunately, it’s both. Women often encounter challenges in entrepreneurship and leadership early in their careers, which can push them toward less demanding career paths or hinder their advancement even after they escape the sticky floor.
Moreover, as they begin to climb the corporate ladder, the glass ceiling looms above them. Role models and mentorship play a crucial role in this journey. Successful women can inspire those who hesitate to pursue their dreams and ambitions.

How can we make meaningful progress?

Those in positions of power need to influence corporate systems to uncover the biases and structural factors that keep women and minorities in lower levels of the
organization. Once these issues are identified, we must strive to break through the glass ceiling. This effort requires individuals who can reshape corporate policies and practices, acting as role models who challenge the status quo.
Additionally, we, as women working and studying, must, take action ourselves. We should define what work-life balance means for us and start delegating tasks. It’s important to let go of the idea that we need to be perfect, in order to speak up, suggest changes, or ask questions. We should build or strengthen our networks and support other women in their journeys.