How to Break the Glass Ceiling in Corporate America

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“There is no limit to what we, as women, can accomplish.” — Michelle Obama

The glass ceiling is real—and while it may be invisible, its effects are anything but. In 2025, women make up just 10.4% of Fortune 500 CEOs 10.4%, with 52 women CEOs in 2024. According to an article by S&P Global, women hold fewer than a third of executive-level positions across corporate America. Despite decades of progress, systemic barriers and cultural biases still hold back countless capable women from rising to the top.

But here’s the good news: change is happening (albeit slowly)—and you can AND SHOULD be part of it. We’re here to help show you how.

Whether you’re a rising professional or a seasoned leader, this guide will give you the tools, mindset, and strategies to break the glass ceiling and thrive in the boardroom and beyond.

What Is the Glass Ceiling?

• The glass ceiling refers to “an intangible barrier within a hierarchy that prevents women or minorities from obtaining upper-level positions” according to Merriam-Webster.
• It’s not a lack of talent, skills, or abilities—it’s a mix of gender bias, discrimination (unconscious or otherwise), lack of mentorship, and systemic workplace inequality.
• For women of color, LGBTQ+ women, and those with disabilities, these barriers can be even more pronounced—creating what some call the “concrete ceiling.” Read our other post about the concrete ceiling.

Recognize the Signs of the Glass Ceiling

• You’re passed over for promotions despite strong performance.
• Leadership roles go to less-qualified male counterparts.
• Your ideas are acknowledged only when repeated by male colleagues.
• You receive feedback focused on tone or likeability, not performance.
• You get the common, “You’re too sensitive,” comment when you shed light on discrimination and inappropriate behavior.
• There’s a lack of diversity in upper management or executive boards.

Awareness is the first step to overcoming systemic challenges. When you recognize patterns, you can begin to strategize and act.

Build a Personal Leadership Brand

People must see you as a leader, not just a hard worker.

• Develop thought leadership: Write articles, speak on panels, mentor others to share your expertise, or develop training for your organization on your area of expertise.
• Elevate your visibility: Take on high-impact projects, lead meetings, and don’t shy away from credit. Don’t know about a high impact project? Create one and get your boss’s support.
• Invest in executive presence: Strong communication, confidence, and emotional intelligence are often more decisive than technical skills. Speak and write clearly and concisely.

Pro Tip: Women who brand themselves as strategic thinkers and innovators are 33% more likely to move into senior leadership roles.

Find the Right Mentors and Sponsors

• Mentors guide you; sponsors open doors.
• While mentors offer support and coaching, sponsors are senior leaders who advocate for your advancement.
• Seek both, and don’t limit yourself to female mentors—male allies play a critical role too.
• Join women’s leadership networks, executive circles, or affinity groups in your industry.

“A mentor is someone who allows you to see the hope inside yourself.” – Oprah Winfrey 

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Sharpen the Right Skills for Advancement

• Negotiation: Women negotiate less often than men, which directly impacts raises and promotions. Learn to confidently ask for more.
• Financial Acumen: Executives speak the language of ROI, P&L, and growth strategy—make sure you do too.
• Strategic Decision-Making: Learn to think beyond your department—focus on cross-functional impact.

Recommended tools/courses:

• Coursera’s “Women in Leadership”
• Harvard Business Review resources

Navigate Workplace Bias Strategically

• Document everything: Keep records of achievements, feedback, and inappropriate incidents.
• Push back with poise: Address microaggressions or unfair treatment professionally, but firmly. Handle this 1:1 with the microaggressor as often as possible. Include HR if escalation is needed.
• Use performance data: Let facts and KPIs do the talking when seeking recognition or promotions. In other words, prepare your arguments with real data.
• Advocate for others: By lifting others, you reinforce a culture of equity and leadership.

If navigating workplace bias is all you can manage at this point in your career, you should feel good about that. These small but mighty actions contribute more than you think to breaking the ceiling, if not for you, then for the next woman following in your footsteps.

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Know the Numbers, Break the Norms

Understanding the stats can empower your mission:

• Women may ask for raises just as often as men, but they still get them less frequently.
• Companies with gender-diverse leadership are 21% more likely to outperform in profitability according to McKinsey & Company.
• In a 2023 article by USA Today, studies found that over 78% of women say they experience workplace microaggressions regularly.
• LinkedIn Learning says “diverse teams make better decisions 87% of the time.”

You don’t just belong at the table—you make it better. The issue is that we are still working on proving that to people who don’t want to hear it. But stay strong, every little bit helps. Rome was not built in a day.

Leverage Networks and Communities

• Join focused organizations that align with your morals, values, and goals. These may be professional organizations or those you engage with outside the workplace.
• Attend leadership or other educational and motivational retreats, webinars, and conferences. Building confidence inside OR outside the workplace is important.
• Stay connected via LinkedIn to build influence and gain allies.

Conclusion: Break It, Don’t Just Tap It

The glass ceiling won’t shatter on its own—but with the right mindset, strategy, and support, we can, and will, break through it together.

Remember:

• You deserve that seat at the table. And if you have to make your own, do it!
• You don’t have to do it alone—support systems matter.
• Leadership isn’t about being the loudest in the room—it’s about being the most impactful.

Let’s rise—together, FUs.

Know someone aiming for the C-suite? Share this guide and be the sponsor they didn’t know they had.