National Post - Financial Post Magazine
THE GLASS CEILING AND THE BROKEN RUNG
BY DENISE DEVEAU
Introduced more than 40 years ago, the ‘glass ceiling’ concept persists as women continue to be underrepresented at every level in the workforce. Yet, this invisible systemic barrier that prevents women from rising to senior leadership is not the only, nor the biggest, obstacle to progression: It is navigating the first managerial step on the ladder to advancement — or the ‘broken rung.’
Four exceptional women, from emerging leader to CEO, provide their thoughts on the glass ceiling and the broken rung. They share the challenges and successes they have encountered in their journey up the corporate ladder, and offer advice to those looking to climb to the next step.
“Until it is not remarkable for a woman, or person of colour, to reach a certain level of achievement; and once their activities are not scrutinized the way others do not have to endure; and there is no more whispering about whether that person has earned that achievement, the glass ceiling does exist,” says Kikelomo Lawal, winner of the KPMG C-suite Executives award, and Executive Vice-president and Chief Legal Officer, CIBC. “Sometimes it is harder to get on the first rung because one candidate is being awarded a promotion based on their potential to perform the function, while another must have already performed the role for which they are applying. Even when demonstrated, there is still an obligation for some to prove their ability again and again, against a moving target.”
Adds Jane Adams, winner of Canada’s Most Powerful CEOS, presented by KPMG, and President and CEO of Surrey Hospitals Foundation, “Humanity is disadvantaged because it is missing out on the benefits and skills of highly talented individuals.
As human constructs, the glass ceiling and broken rung can be eliminated for good, as easily as they were created. Unless we name our biases and own them, we cannot acknowledge and focus on them in a successful way. Not doing so is merely lip service. And why would any organization not want to move the needle? Why would you not want 50 per cent of the population contributing to civil and corporate life? There has been so much study and reporting on the benefits it delivers.”
Rowena Chan, winner of the CIBC Executive Leaders award, President Sun Life Distributor (Canada) Inc, and Senior Vice-president distribution with Sun Life, points to the current situation and says, “We must inspire the next generation of women so they can look to role models like me, someone who is driving change, and believe they can achieve their goals. COVID is a good indicator that we can make and embrace changes in workplace flexibility that enable everyone to thrive while managing both their work and personal lives. There is still work to do, but I believe we are clearly heading in the right direction.”
For Ravi Por, navigating the first rung required courage and perseverance. Por is winner of the Mercedes-benz Emerging Leaders award, and Dejardins Group’s Lead Partnerships, Outreach and AI. “I work differently and I think differently. At the beginning of my career I was hired into a position yet, despite working hard for a few years, I was not climbing the ladder. I thought perhaps I needed to put in more effort – that I was the problem. However, instead of doubting myself, I made the decision to join a different department and found I was happier and accepted by people for having a different point of view. Sometimes you have to let go and move on.”
As Por continues to climb the ladder today, she says she is happy and has a good relationship with her boss. “He accepts different ideas whether they are about developing projects or ethical issues that may not be in my field. He feels there is great value in my perspective and encourages me, which has made me a better professional. Sometimes moving forward is about working on the relationships with your team that will help you blossom. Others may not always agree with you, but the challenge helps you grow. Conversations are important. They let others know who you are and your capabilities, and help you break through your own, and their, unconscious biases. You also have to believe in yourself, because no one is going to do it for you. You are the hero of your own story.”
Lawal says pushing her way through the proverbial glass ceiling has been about preparation, strength and the mentors in her career who offered her the opportunity to learn the skills she would need most. “Mentors challenged me beyond what I could do, and put me in situations where I could prove my mettle, bank my experiences and gain confidence. When I did have the first opportunity to manage people, I had the necessary skills from being challenged in a previous position. I knew how to get through the initial fits and starts, make adjustments, and go about solving problems.”
Mentoring others is one of her key successes along the way, adds Lawal. “I feel enormous pride when I look at the success of those I have mentored. It is a rewarding part of getting to a level where you can manage people and situations.”
Chan says her biggest challenge in climbing the ladders was a lack of role models at the top. “Early in my career, when I looked up in an organization, particularly in the financial industry, I didn’t see any one that looked like me. When that happens, you wonder if you can attain a higher level, and who will help you navigate your way. Sometimes I felt it may be easier to change myself to fit a mould. Even when it is tough and you feel discouraged, don’t comprise who you are and what you value most as you continue to grow. Finding a mentor, getting guidance, and finding a role model can open more opportunities for you and for others. Don’t be afraid to ask for help and advocate for your career.”
Adams says she has been fortunate in her choice of career. “Women are well represented in the not-for-profit sector at all levels so I have not personally experienced the glass ceiling or the broken rung. I recognize their existence and know many who have been challenged by them. My daughter is an engineer. She chose a path very different from mine, and we often have discussions about these issues. And, as a female leader I have found it frustrating when people try to distinguish between a female or male way of leading. It is quite isolating. Language really does matter.”
Adams encourages those starting along their career paths to build a network and supportive community both inside and outside of the organization. “That said, do not delegate advocacy. You are your own greatest advocate. Be clear about your talents, where you would like to be in the organization and the value you bring to a position. Occasionally you will bump into a committed misogynist but generally, until reminded, they are unaware of their biases. I also encourage young woman and people of colour to spend time thinking about how to create opportunities knowing that there are biases. Conversations out in the open can be dealt with. They won’t always be comfortable and some don’t like change, but most leaders have a measure of self-awareness and want to grow and improve.”