Article Review: Above the Glass Ceiling: When are Women, Racial, and Ethnic Minorities Promoted to CEO?

By Loretta Simpson

Why are African women overlooked for top positions? In the article, the author states, “Barriers to mobility are well documented, organizational conditions that increase the odds of women and minorities promoted to top positions remain underexplored.” The definition for occupational minorities is defined as members of an occupation that are numerical rarities (Cook and Glass 2014).

One way to address tokenism or the solo status involves the symbolic involvement of a person in an organization to a specified or salient characteristic, such as e.g., gender, race, ethnicity, disability, and age.  Both refer to a policy or practice of limited inclusion of members of a minority, underrepresented, or disadvantaged group. People placed in the role of the token may take on the appearance of inclusive practices. Organizations must learn to acknowledge and value the people and groups that are historically excluded, marginalized, and most viewed as having no inherent value to an organization.

Historically research has focused on the experiences of Caucasian men and women as they tried to achieve full participation in the workplace. Currently, racial, ethnic minorities, the disabled, LGBTQ, and the elderly have been increasingly the focus of research regarding the effects of the token and solo status in the workplace.

The token status has both individual and organizational impacts. A token person may question his or her qualifications or abilities. They may experience feelings of conformity, isolation, depression, and low morale. A token executive may experience a “glass ceiling” in the organization. This person may feel dehumanized, marginalized, and have limited decision-making abilities.

Public agencies can be assessed and evaluated by how the organization reduces tokenism associated with the minority group by avoiding stereotypes. An agency may choose to combat these assumptions by implementing advocacy and outreach education into organizational practices.

Additionally, reducing the difficulties associated with a token or solo status requires that there be a diverse illustration of the power structure of any group by ensuring that underrepresented groups are included and have the same access to succeed. Moving beyond the issues of the glass ceiling, true organizational change includes proven equity in outcomes that can be measured by salaries, promotions, leadership, and opportunities. 


Reference(s)
Cook, A., & Glass, C. (2014). Above the glass ceiling: When are women, racial and ethnic minorities promoted to CEO? Strategic Management Journal, 35(7), 1080-1089. doi:10.1002/smj.2161
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Loretta Simpson has spent her life using her personal and career experiences to help individuals, overcome disadvantages in public policy and public practices. Teaching individuals to recognize their strengths and innate learned abilities are her greatest strengths. She believes that Africans have a right to education, equity, and access. She knows how to effectively help others in education development, personal development, program implementation, community planning, and family/community engagement. She is a social justice champion and an encourager to those who need a word of encouragement. Her work is a labor of love. She knows there is no single approach that works for everyone, so she continues to educate herself on emerging learning modalities and tools to provide the most comprehensive programs and services that empower individuals, students, families, and the community. She has over twenty years of experience in community counseling, organizational psychology, and effectively providing person-centered and need-based services. She is committed to cultural awareness, understands the importance of cultural identity, and values cross-cultural differences.

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