In the corporate world, the glass ceiling is like a metaphor for an invisible barrier that impedes women’s growth and advancement to higher positions. The purpose of the study is to examine the barriers that are antecedents of Diversity, Equity and Inclusion (DEI) of women’s Glass Ceiling among Indian Corporate Leaders.
Design
The study is conducted from 1200 women corporate leaders working in different corporate sectors in three states, that is, Karnataka, Andhra Pradesh, and Telangana. Further, the study examined the statistical tools of factor analysis and regression.
Findings
Interpersonal Issues, Differential Treatment, Perception of glass ceiling and organisational gender change were considered as the antecedents of women’s glass ceiling. These antecedents showed that there is a significant relationship between them and women’s glass ceiling, thereby making all the alternative hypotheses accepted.
Practical Implications
The article provides implications for companies to invest in leadership development and mentoring programs for women to break the glass ceiling.
Originality
This article contributes to understanding the present situation of women’s glass ceiling and to know about the barriers of the glass ceiling in regard to diversity, equity, and inclusion.
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