Glass Cliff: Definition, Research, Examples, Vs. Glass Ceiling

The glass cliff is a phenomenon in which women are more likely to be promoted to leadership positions during times of crisis or high risk. This is thought to be because women are seen as more expendable and less likely to be blamed for failure. The term was coined by professors Michelle Ryan and Alex Haslam in 2004.

Research has shown that women are more likely to be promoted to leadership positions during times of crisis or high risk. This is thought to be because women are seen as more expendable and less likely to be blamed for failure. The glass cliff can have a number of negative consequences for women, including increased stress, burnout, and job loss.

There are a number of things that can be done to address the glass cliff. One is to increase the number of women in leadership positions. This can be done by providing more opportunities for women to develop their leadership skills and by changing the way that women are perceived in the workplace. Another is to change the way that we think about risk. We need to stop seeing risk as a masculine trait and start valuing the different perspectives that women can bring to leadership.

The glass cliff is a serious problem that has a number of negative consequences for women. However, it is a problem that can be addressed. By increasing the number of women in leadership positions, changing the way that we think about risk, and valuing the different perspectives that women can bring to leadership, we can help to create a more equitable and inclusive workplace.

The glass cliff is often contrasted with the glass ceiling, which is a metaphor for the invisible barriers that prevent women from reaching top positions in the workplace. The glass ceiling is a more general phenomenon, while the glass cliff is a specific type of glass ceiling that occurs during times of crisis or high risk.