Gender projection and the glass cliff phenomenon

2014 ◽  
Author(s):  
Fabrice Gabarrot ◽  
Clementine Bry ◽  
De Oliveira Pierre ◽  
Joerg Dietz
Keyword(s):  
Glass Cliff

Glass Cliffs at middle management levels: an experimental study

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Saadet Elif Esposito
Keyword(s):  
Experimental Study ◽  
Social Norms ◽  
Research Study ◽  
Middle Management ◽  
Female Leadership ◽  
Implicit Leadership ◽  
Content Type ◽  
Implicit Leadership Theories ◽  
Female Candidate ◽  
Glass Cliff

PurposeA new phenomenon called “Glass Cliff” has formed claiming that women at the higher echelons of organizations are being placed in higher risk positions when compared to men. The purpose of this research study is to examine whether this phenomenon occurs at the middle to upper middle management levels for women. If so, it can possibly be one of the many underlying reasons that contribute to the grounds of why the pipeline problem exists with female leadership at the top-level management positions.Design/methodology/approachThe design considers competing hypotheses based on the emerging, contradictory research on the Glass Cliff and the more established perspective of social norms and implicit biases. The experimental study is conducted on 202 participants to examine the likelihood of occurrence of this phenomenon at middle to upper middle management levels.FindingsCounter to the tenets pertaining to the Glass Cliff phenomenon but consistent with the implicit leadership theories, this research study revealed that when compared to the female candidate, the male candidate was more likely to be assigned to the higher risk position.Research limitations/implicationsThe subjective nature of the study can be the reason for variations of each participant and their biases since it is a specific experiment dealing with perceptions, social norms and prejudice.Originality/valueThis phenomenon is mostly studied at the executive level and can contribute to the pipeline problem for women, hence this study provides insight and examines the phenomenon at the middle to upper middle management levels to examine its likelihood.

Understanding Career Barriers of Women Executives

2019 ◽  
pp. 200-217
Author(s):  
Nermin Kişi
Keyword(s):  
Glass Ceiling ◽  
Women Executives ◽  
Career Advancement ◽  
Business Environment ◽  
Women's Leadership ◽  
Career Barriers ◽  
Women's Career Advancement ◽  
Glass Cliff ◽  
And Gender ◽  
Day By Day

Inequalities between women and men continue in global labor markets. Although the inclusion of women as labor force increases day by day, their representation in senior management levels remains insufficient. Women continue to face several barriers preventing them from attaining equal access, participation, and progress in the business environment. Within this chapter, the authors discuss two types of career barriers called “glass ceiling” and “glass cliff,” which women encounter frequently in their work life. The purpose of this chapter is to provide a general perspective on barriers of women's career advancement and to examine glass ceiling and glass cliff the in its background, its causes, and its consequences. The chapter also aims to analyze studies which criticize the concept of glass ceiling. The results of the chapter are expected to be a source for researchers in the areas of women's career barriers, women's leadership, and gender inequality.

scholarly journals The paradox of being on the glass cliff: why do women accept risky leadership positions?

2018 ◽  
Vol 23 (4) ◽  
pp. 397-426 ◽  
Author(s):  
Maral Darouei ◽  
Helen Pluut
Keyword(s):  
Decision Makers ◽  
Risk Averse ◽  
Job Seekers ◽  
Leadership Positions ◽  
Apparent Paradox ◽  
Content Type ◽  
Working Adults ◽  
Glass Cliff ◽  
Shed Light

PurposeRecent evidence from glass cliff research suggests that women are more willing than men to accept risky leadership positions. The purpose of this paper (based on three studies) is to reveal and resolve the apparent paradox that women are more risk averse than men yet end up in risky leadership positions.Design/methodology/approachIn Study I, risk attitudes of 125 participants were surveyed to understand gender differences in risk taking. In two experimental vignette studies, 119 university students (Study II) and 109 working adults (Study III) were offered a leadership position in either a risky or successful company and asked to rate their willingness to accept the job.FindingsTogether, the results showed that although women are generally more risk averse than men, women who scored low on career self-efficacy were more likely to perceive a risky job as a promotional opportunity and were therefore more willing to accept such a job. These findings shed light on the role of women’s career decision making in the glass cliff phenomenon.Originality/valueGlass cliff research has focused almost exclusively on organizational decision makers. The authors aim to better understand the glass cliff phenomenon by incorporating the perspective of job seekers.

Role of gender and corporate risk taking

2020 ◽  
Vol 20 (3) ◽  
pp. 383-399 ◽  
Author(s):  
Dene Hurley ◽  
Amod Choudhary
Keyword(s):  
Panel Data ◽  
Risk Taking ◽  
Financial Risk ◽  
Chief Financial Officers ◽  
Board Members ◽  
Content Type ◽  
Equity Ratio ◽  
Glass Cliff ◽  
The Impact

Purpose The purpose of this study is to examine the role of chief financial officers’ (CFOs’) gender in financial risk taking of 58 US companies along with the impact of having women board members. Design/methodology/approach Using a panel data of 58 selected S&P 500 companies during the period 2012-2016, this paper determines whether the gender of CFOs and having women board members play a role in risk-taking behavior of firms. Findings Firms led by female CFOs are smaller in size with lower net income and net revenue. The panel data analysis shows that the impact of female CFOs on firms’ financial risk is mixed, depending on risk measures used, whereas increasing female board members reduces that risk. Research limitations/implications The data used is limited to 58 S&P 500 companies, and two of the three risk-taking measures used in the study, specifically investment in property, plant and equipment (PPE) and debt/equity ratio, may not be applicable to some industries. Practical implications The findings provide mixed evidence of risk aversion by females in executive and leadership positions, depending on the measures used and the management responsibilities they undertake (CFO versus board member) with support for the glass cliff phenomenon in which females may be leading financially precarious organizations. Social implications Female CFOs are found to be leading relatively smaller and financially poor-performing firms compared with the male CFO-led firms, thereby giving support to the glass cliff arguments. Originality/value The paper examines the role of CFOs’ gender and board diversity in risk taking as measured by the investment in PPE, debt/equity ratio and stock return volatility.

Pathways to the Glass Cliff: A Risk Tax for Women and Minority Leaders?

2019 ◽  
Vol 67 (4) ◽  
pp. 637-653 ◽  
Author(s):  
Christy Glass ◽  
Alison Cook
Keyword(s):  
White Women ◽  
Significant Risk ◽  
People Of Color ◽  
Structured Interviews ◽  
Senior Leaders ◽  
Leadership Positions ◽  
Minority Leaders ◽  
Glass Cliff ◽  
Racial Ethnic

Abstract Do women and racial/ethnic minority leaders pay a risk tax on their way to the top? Theories of the glass cliff have focused on the penalties imposed upon women and minority leaders due to bias and discrimination at the time of appointment to top leadership positions. Much less attention has focused on the strategic agency these leaders exercise in response to bias across the career. This paper advances theory and research on the glass cliff by analyzing the choices, decisions, and priorities of white women and people of color that, across the career, result in their appointment to glass cliff positions. Our analysis relies on in-depth, semi-structured interviews with 33 senior leaders across a range of industries. Our findings suggest that rather than isolated instances of high-risk promotions, glass cliff appointments represent the culmination of a long-term career strategy centered on risk and risk-taking. We find evidence that these leaders pay a significant risk tax in order to achieve upward mobility in their organizations.

Sign in / Sign up

Export Citation Format

Share Document