The Glass Ceiling and Executive Careers

Abstract

With respect to how the enduring challenge of the glass ceiling might be resolved, one position holds that parity in the executive ranks will be achieved, given enough women entering the managerial pipeline. However, there is scant evidence that such a pipeline exists, and pre-career women’s attitudes toward executive work remain to be better understood. Guided by theories of social role and stereotype threat, and research on work–life balance and culture, the study uses thematic discourse analysis to explore executive attitudes in an ethnically diverse sample of 69 Canadian undergraduate women in business. We find that they perceive the glass ceiling in stereotype threatening ways, blame their personal limitations and work–family choices for its existence, and sense a range of obstacles to their advancement. Although some expressed a desire for work–family balance, participants predominantly restricted career choices to favor one over the other. Implications, recommendations, and limitations are also discussed.