The Glass Cliff

We've all heard about the glass ceiling, but did you know about the glass cliff? This concept highlights the phenomenon where women are placed in leadership roles during periods of crisis or uncertainty. Under these conditions, the likelihood of failure is high, setting these women up for challenges that can be nearly insurmountable. This trend not only places unfair expectations on women but also perpetuates a cycle where their leadership is tested under the most trying circumstances.

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In a Harvard Business Review study, they asked 119 college students to read two articles regarding the upcoming retirement of a CEO. In one article, the company had been historically headed by men, the other headed by women. The article also either detailed a company that was growing, or one that was about to close stores and lay people off. They then asked them to pick between a man and a woman for the next CEO. They found three things:

• When the company had been led by men and was doing well, 62% of students chose the CEO who was a man
• When the man-led company was in a crisis, 69% chose the CEO who was a woman
• When the company had been led by women, there was no difference and the glass cliff disappeared.

Not only does the study exemplify a status-quo bias, that as long as the current status quo is performing well, there is no perceived need for change. It also demonstrates how important it is to see women in leadership roles across the company to not only perform better (we know already that diverse teams are found to financially outperform non-diverse ones) but to reduce the effect of the glass cliff.

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There are many examples of the glass cliff today in companies like Tesla, Yahoo, and Bed Bath & Beyond. In one example, Boeing hired Stephanie Pope as their new CEO just as the company faced major safety issues and a series of federal investigations. In another, Hockey Canada hired Katherine Henderson as CEO following the scandal surrounding a sexual assault lawsuit settlement in 2022. Women are often handed leadership as a last resort, tasked with cleanup operations in a dumpster fire, which can tarnish reputations if they do not miraculously turn things around but ultimately leave them to blame if they face an inevitable failure.

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Not only are women often brought in with the likelihood of failure, in many organizations, the responsibility for Diversity, Equity, and Inclusion (DEI) often falls disproportionately on women. They are expected to carry the torch for these initiatives, adding to their burden without necessarily providing the authority or resources needed to effect real change. When these initiatives falter, women can find themselves scapegoated and pushed off the glass cliff.

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The first step is raising awareness about this issue. Advocating for structural changes within companies is crucial. This includes ensuring that women in leadership roles are supported with actual power and resources, not just symbolic titles. Here's how to take action and encourage others to do the same

1. Support Women-Owned Businesses: Choose to spend where it impacts. By prioritizing women-owned businesses for our corporate and personal purchases, we inject strength and sponsorship into the foundation of gender equality in the business world.
2. Share DEI Initiatives and Actions Across an Organization: Transparency breeds trust and accountability. By openly sharing what actions are being taken, what's working, and what's not, organizations can create environments where DEI is not just a buzzword but a continual, evolving practice, with a shared accountability by all persons in an organization.
3. Raise Awareness About Homogeneous Teams: Highlighting the pitfalls and limitations of non-diverse teams can drive home the need for inclusive hiring practices. Hiring initiatives, workshops, seminars, and open discussions can be effective platforms for educating and influencing change.

Our aim is to redefine the landscape of leadership in tech by ensuring that women are set up for success, not failure. Here's to empowering each other, advocating for fair and supported leadership roles, and dismantling barriers.

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Team Toast🥂

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