New research shows women are not the only group facing discrimination in senior positions

Citation

(2007), "New research shows women are not the only group facing discrimination in senior positions", Women in Management Review, Vol. 22 No. 8. https://doi.org/10.1108/wimr.2007.05322hab.003

New research shows women are not the only group facing discrimination in senior positions

New research shows women are not the only group facing discrimination in senior positions

Research shows that there are hidden factors referred to as the “glass cliff” which influence women's career chances. But a new report from the Chartered Institute of Personnel and Development (CIPD) shows women are not the only ones to find themselves up against this invisible barrier. Other groups including those based on age, disability, religion, ethnicity, parental status face similar challenges which have important implications for employers in making the best use of talent.

The latest CIPD report “Managing diversity and the glass cliff” expands on the nature and causes of the “glass cliff” and shows how the problems in career advancement for members of other diverse groups, can be even more acute than they are for women. An online survey of over 200 employees, from diverse backgrounds in the UK and USA, included in the new report shows that:

• •

  only 19 percent of respondents said they feel it is easy to get ahead and leadership positions are open to them;

• •

  over half of the respondents feel they have to take risks to get ahead; and

• •

  over three-fifths say they are placed in risky positions and are allocated hard-to-solve problems without being given adequate resources or support to complete them.

Dianah Worman, CIPD Diversity Adviser says: “The `glass cliff' is not specific to women but also affects those who do not meet the standard idea of a heterosexual, white male workforce.”

“This new research helps us to better understand why the representation of diverse groups declines higher up the career ladder and why simply seeking to fix the numbers through targets, will not deliver lasting results in creating a more diverse workforce.”

“To attract and retain talent, employers need to be aware the impact negative experiences can have on people's performance and take appropriate action to address them. There is growing evidence that a positive approach to diversity can bring real business benefits – these important messages together with guidance about how to make progress need to be communicated to employers and more work needs to be done to find practical interventions that fully engage workforce diversity.”

“We cannot and should not depend on legislation as the only lever for making progress. Research shows that leading edge employers on diversity don't just seek to comply with the law but tailor good employment and working practices to support business goals.”

The CIPD research respondents who have been affected by the “glass cliff” identify three core issues for the attention of employers:

1. 1.

   Managing differences. Employers should treat marginalized groups fairly when recruiting them by addressing their different needs and providing relevant and adequate support.

2. 2.

   Focus on abilities and strength. Employers should focus on relevant skills, experience and qualifications and make sure they do not stereotype talent.

3. 3.

   Diversity education needed. Employers and employees need a better understanding of what managing diversity is about and why it makes business sense to take advantage of it rather than ignore it as a perceived problem.