Glass cliff

Last updated

The glass cliff is a hypothesized phenomenon in which women are more likely to break the "glass ceiling" (i.e. achieve leadership roles in business and government) during periods of crisis or downturn when the risk of failure is highest. [1] [2] Other research has expanded the definition of the glass cliff phenomenon to include racial and ethnic minority groups. [3]

Contents

Origins

The term was coined in 2005 by British professors Michelle K. Ryan and Alexander Haslam of University of Exeter, United Kingdom. In a study, Ryan and Haslam examined the performance of FTSE 100 companies before and after the appointment of new board members, and found that companies that appointed women to their boards were likelier than others to have experienced consistently bad performance in the preceding five months. [4] This work eventually developed into the identification of a phenomenon known as the glass cliff –analogous to the concept of a glass ceiling, but implying the inability to perceive the dangers of the cliff's transparent edge rather than the false promise of elevated organizational positions which can be "seen" through a ceiling of glass but which are actually unattainable. Since the term originated, its use has expanded beyond the corporate world to also encompass politics and other domains.

Overview

Ryan and Haslam's research showed that once women break through the glass ceiling and take on positions of leadership, they often have experiences that are different from those of their male counterparts. More specifically, women are more likely to occupy positions that are precarious and thus have a higher risk of failure—either because they are appointed to lead organizations (or organizational units) that are in crisis or because they are not given the resources and support needed for success. [5] [6]

Extending the metaphor of the glass ceiling, Ryan and Haslam evoked the notion of the "glass cliff" to refer to a danger which involves exposure to risk of falling but which is not readily apparent. [5] CEO tenure is typically shorter at companies which are struggling, compared to those which are stable. [7]

Evidence of the glass cliff phenomenon has been documented in the field of law. A 2006 study found law students were much likelier to assign a high-risk case to a female lead counsel rather than a male one. [8] A 2010 study found undergraduate students in British political science likelier to select a male politician to run for a safe seat in a by-election, and much likelier to select a female candidate when the seat was described as hard to get. [9] A 2014 analysis of US Fortune 500 leadership found that firms with weak performance were likely to promote women into CEO positions over white men. [10]

Additional studies have found that women are likely to be primed as candidates in hard-to-win districts. [11] Specifically in the United Kingdom, women of the Conservative Party are more likely selected by party elites to run in less winnable seats than conservative men, though they performed worse than men in elections. This occurs both with experienced and inexperienced women candidates, and those with both conventional and nonconventional political backgrounds, indicating a glass cliff phenomenon as opposed to any other explanation. [11] Though the Conservative Party has begun to incorporate equality guarantee strategies, women candidates are still often specifically posed as candidates in hard to win districts. [12]

In contrast, a 2007 study of corporate performance preceding CEO appointments showed that women executives are no more likely to be selected for precarious leadership positions than males. [13]

Explanation

Many theories have been advanced to explain the existence of the glass cliff.

University of Houston psychology professor Kristin J. Anderson says companies may offer glass cliff positions to women because they consider women "more expendable and better scapegoats." She says the organizations that offer women tough jobs believe they win either way: if the woman succeeds, the company is better off. If she fails, the company is no worse off, she can be blamed, the company gets credit for having been egalitarian and progressive, and can return to its prior practice of appointing men. [14]

Haslam and Ryan's initial studies indicate that people believe women are better-suited to lead stressed, unhappy companies because they are felt to be more nurturing, creative, and intuitive. [15] These researchers argue that female leaders are not necessarily expected to improve the situation, but are seen as good people managers who can take the blame for organizational failure. [16]

Haslam has shown that women executives are likelier than men to accept glass cliff positions because they do not have access to the high-quality information and support that would ordinarily warn executives away. [17] Additional research has indicated that women and other minorities view risky job offers as the only chance they are likely to get. [7]

A 2007 study found that female news consumers in the United Kingdom were likelier than male ones to accept that the glass cliff exists and is dangerous and unfair to women executives. Female study participants attributed the existence of the glass cliff to a lack of other opportunities for women executives, sexism, and men's in-group favoritism. Male study participants said that women are less suited than men to difficult leadership roles or strategic decision-making, or that the glass cliff is unrelated to gender. [18]

Additional research has suggested that women see precarious glass cliff opportunities as the only chances for advancement. While men may view the same opportunities as risky, women candidates might be more willing to accept these positions out of necessity for career advancement purposes. [19] Additionally, women are more likely than men to maintain their positions at any level during times of crisis, making them more readily available for advancement opportunities during times of crisis than male counterparts. [20]

Women with traditionally feminine traits are sought out in times of crisis due to a perceived ability to better handle employee issues. [21] Stereotypically feminine traits, including creativity, helpfulness and awareness of emotion are all associated with better being able to handle failure. Though these traits generally diminish the desirability of women for leadership positions, in times of crisis they are viewed as valuable assets that aid in leadership changes. [22] These skill sets offer opportunities for non-traditional leadership styles, viewed favorably in times of crisis. [23]

Glass cliff situations are likely only to arise under certain conditions, in which women leaders have access to resources they view as favorable to leaders. Research has indicated that in times of crisis, women view leadership positions with a greater amount of social resources more positively than they do positions lacking in social resources. However, they view positions lacking financial resources equally as positively as those with a wide range of social resources. [19]

Glass cliff for racial and ethnic minority leaders

The glass cliff concept has also been used to describe employment discrimination experienced by leaders who are members of minorities or disabled. [3]

Research analyzing the head coaches of NCAA sports teams found that men of racial and ethnic minority groups were promoted to higher leadership positions in times of crisis. Within historically Black colleges and universities, minority leaders were more often appointed than white leaders under all circumstances, but in other universities, minority leaders were appointed to leadership positions primarily in times of crisis. These leaders are also likely to suffer from high visibility, scrutiny and performance pressures that their white counterparts do not receive. The study also found evidence for the savior effect, the idea that organizations will look for "saviors", usually white, when minority leaders are unable to deliver high-quality performance results in times of crisis. [3]

President Barack Obama taking the oath of office in January 2009 US President Barack Obama taking his Oath of Office - 2009Jan20.jpg
President Barack Obama taking the oath of office in January 2009

Outside of the NCAA, this has occurred in the political sphere. Often times, the 2008 election of Barack Obama, the first Black president of the United States of America, in the midst of a global financial crisis is viewed as evidence of the glass cliff phenomenon for racial and ethnic minority groups. [24]

In British politics, research has indicated that the Conservative Party sent Black and minority ethnic candidates to contest parliamentary seats that are harder to win than other candidates, indicating similar findings other research on the political glass cliff for women candidates. This phenomenon is specific, however, to the Conservative Party, which has traditionally promoted anti-immigration sentiments that may contribute to this. [12] The rise of Rishi Sunak as the United Kingdom's first prime minister of South Asian heritage, following scandals that brought down two prime ministers within a year, was described as an example of the glass cliff effect. [25]

Minority women face a duplicated glass cliff, being affected by both their gender and race. [26] Black women are often given unsustainable amounts of work in higher positions, creating barriers in their careers. It has additionally been argued Black women may be promoted to leadership positions due to outdated stereotypes related to masculine traits Black women are perceived to have. [27] In addition to struggles related to leadership, Black women are also likely to face an added weight of microaggressions and increased questioning of qualifications. [28]

Implications for women and minority group executives

Glass cliff positions risk hurting the women executives' reputations and career prospects because, when a company does poorly, people tend to blame its leadership without taking into account situational or contextual variables. [4] Additionally, women who are appointed to glass cliff positions may be subject to increased criticism from shareholders, who may lack confidence in their leadership. In contrast, Men who assume leadership in times of crisis are less likely to experience this backlash, and suffer fewer reputation based consequences. [4] Researchers have found that female leaders find it harder than male ones to get second chances once they have failed due to having fewer mentors and sponsors and less access to a protective "old boys' network". [29]

The glass cliff phenomenon adds to the breadth of work on why women are less likely than men to succeed in leadership positions across a wide range of opportunities, from local school districts to the corporate sphere. [21] As a method of descriptive representation, women who see women leaders disposed of as a result of glass cliff leadership may be less likely to see themselves in positions of power, and be less likely to express interest in career advancement.

However, some researchers argue that companies in bad situations offer more opportunities for power and influence compared with companies that are stable. [17]

A study examining glass cliff effects on women leaders in Turkey, a country which has high levels of femininity, found that the preference for female candidates was higher in times of good performance than in times of poor performance. [30] Additional research has affirmed this finding in other countries. [22]

Examples

News media have described the following as examples of the glass cliff.

Political examples

Corporate and business examples

See also

Related Research Articles

<span class="mw-page-title-main">Glass ceiling</span> Obstacles keeping a population from achievement

A glass ceiling is a metaphor usually applied to women, used to represent an invisible barrier that prevents a given demographic from rising beyond a certain level in a hierarchy. The metaphor was first used by feminists in reference to barriers in the careers of high-achieving women. It was coined by Marilyn Loden during a speech in 1978.

<span class="mw-page-title-main">House Democratic Caucus</span> Party caucus in the US House of Representatives

The House Democratic Caucus is a congressional caucus composed of all Democratic representatives in the United States House of Representatives, voting and non-voting, and is responsible for nominating and electing the Democratic Party leadership in the chamber. In its roles as a party conference, the caucus writes and enforces rules of conduct and discipline for its members, approves committee assignments, and serves as the primary forum for development of party policy and legislative priorities. It hosts weekly meetings for these purposes and to communicate the party's message to members.

James M. Henry was minority leader in the Tennessee House of Representatives from 1981 to 1986, and a 2002 candidate for the Republican Party nomination for governor of Tennessee, losing the primary election to U.S. Representative Van Hilleary, who in turn lost the subsequent general election to Tennessee governor Phil Bredesen. Henry has previously served as President and CEO of Omni Visions, Inc, first commissioner of the Tennessee Department of Intellectual and Developmental Disabilities, and commissioner of the Tennessee Department of Children's Services. Henry served as deputy to the governor and chief of staff to Bill Haslam.

Stephen Alexander "Alex" Haslam is a professor of psychology and ARC Australian Laureate Fellow in the School of Psychology at the University of Queensland.

In many countries, women have been underrepresented in the government and different institutions. This historical tendency still persists, although women are increasingly being elected to be heads of state and government.

Occupational segregation is the distribution of workers across and within occupations, based upon demographic characteristics, most often gender. Other types of occupational segregation include racial and ethnicity segregation, and sexual orientation segregation. These demographic characteristics often intersect. While a job refers to an actual position in a firm or industry, an occupation represents a group of similar jobs that require similar skill requirements and duties. Many occupations are segregated within themselves because of the differing jobs, but this is difficult to detect in terms of occupational data. Occupational segregation compares different groups and their occupations within the context of the entire labor force. The value or prestige of the jobs are typically not factored into the measurements.

David R. Hekman is an associate professor of organizational leadership and information analytics at the University of Colorado at Boulder. Hekman's research focuses on improving organizational health, including the demographic pay gap and the demographic power gap. His work has been written about in The New York Times, The Washington Post, The Boston Globe, The Chicago Tribune, The Atlantic, and Forbes.

<span class="mw-page-title-main">Maria Contreras-Sweet</span> American politician (born 1955)

Maria Contreras-Sweet is an American businesswoman and former government official who served as the 24th Administrator of the Small Business Administration from 2014 to 2017. She was the executive chairwoman and founder of ProAmérica Bank, a commercial bank focusing on small to mid-sized businesses with a specialty in the Latino community. Born in Guadalajara, Mexico, Contreras-Sweet immigrated to Los Angeles, California and has since been involved in both the private sector founding a private equity firm and in public service as the California Secretary of Business, Transportation, and Housing under Governor Gray Davis.

Queen bee syndrome is a social phenomenon where women in positions of authority or power treat subordinate females worse than males, purely based on gender. It was first defined by three researchers: Graham Staines, Carol Tavris, and Toby E. Jayaratne in 1973.

<span class="mw-page-title-main">Feminisation of the workplace</span> The trend towards broader inclusive modes of working

The feminization of the workplace is the feminization, or the shift in gender roles and sex roles and the incorporation of women into a group or a profession once dominated by men, as it relates to the workplace. It is a set of social theories seeking to explain occupational gender-related discrepancies.

The term "bamboo ceiling" is a concept that describes the barriers faced by many Asian Americans in the professional arena, such as stereotypes and racism, particularly with ascending to top executive and leadership positions. The term was coined and popularized in 2005 by Jane Hyun in Breaking the Bamboo Ceiling: Career Strategies for Asians, where she addresses those barriers while also providing solutions to overcome them. Hyun defines the bamboo ceiling a combination of individual, cultural, and organizational factors that impede Asian Americans' career progress inside organizations.

<span class="mw-page-title-main">Party leaders of the United States House of Representatives</span>

Party leaders of the United States House of Representatives, also known as floor leaders, are congresspeople who coordinate legislative initiatives and serve as the chief spokespersons for their parties on the House floor. These leaders are elected every two years in secret balloting of their party caucuses or conferences: the House Democratic Caucus and the House Republican Conference. Depending on which party is in power, one party leader serves as majority leader and the other as minority leader.

Research has examined whether or not there are sex differences in leadership, and these differences can be seen from a relationship based or task based perspective. Leadership is the process through which an individual guides and motivates a group towards the achievement of common goals. In studies that found a gender difference, women adopted participative styles of leadership and were more transformational leaders than men. Other studies find that no significant gender differences in leadership exist.

Gender representation on corporate boards of directors refers to the proportion of men and women who occupy board member positions. To measure gender diversity on corporate boards, studies often use the percentage of women holding corporate board seats and the percentage of companies with at least one woman on their board. Globally, men occupy more board seats than women. As of 2018, women held 20.8% of the board seats on Russell 1000 companies. Most percentages for gender representation on corporate boards refer only to public company boards. Private companies are not required to disclose information on their board of directors, so the data is less available.

Women in positions of power are women who hold an occupation that gives them great authority, influence, and/or responsibility in government or in businesses. Historically, power has been distributed among the sexes disparately. Power and powerful positions have most often been associated with men as opposed to women. As gender equality increases, women hold more and more powerful positions in different sectors of human endeavors.

Michelle K. Ryan is a Professor of Social and Organizational Psychology at the University of Exeter and (part-time) Professor of Diversity at the University of Groningen, The Netherlands.

Gender diversity is equitable representation of people of different genders. It most commonly refers to an equitable ratio of men and women, but also includes people of non-binary genders. Gender diversity on corporate boards has been widely discussed, and many ongoing initiatives study and promote gender diversity in fields traditionally dominated by men, including computing, engineering, medicine, and science. It is argued that some proposed explanations are without merit and are in fact dangerous, while others do play a part in a complex interaction of factors. It is suggested that the very nature of science may contribute to the removal of women from the 'pipeline'.

The term "glass escalator" was introduced by Christine L. Williams in her article "The Glass Escalator: Hidden Advantages for Men in the "Female" Professions" published in August 1992. The glass escalator refers to the way men, namely heterosexual white men, are put on a fast track to advanced positions when entering primarily female-dominated professions. It is most present in "pink collar" professions, such as those in hands-on healthcare work or school teaching. Feminized care professions often pay lower wages than stereotypically male professions, but males experience a phenomenon in which they earn higher wages and have faster career mobility when they enter feminine careers. This idea is akin to the more well-known idea of the glass ceiling, which explains the reality that women face when they fail to advance in the workplace. However, it has been found that men of minority backgrounds do not reap the same benefits of the glass escalator as men in the majority.

Michelle Penelope King is a white South African born journalist, writer, women's rights activist and advocate for gender equality. Since December 2019, King has been director of inclusion at Netflix, a department responsible for inclusion and diversity among corporate employees.

<span class="mw-page-title-main">Women in Chinese government</span>

Women in China are under-represented in government, especially in high-ranking positions.

References

  1. ↑ Cooper, Marianne (22 September 2015). "Why women are often put in charge of failing companies". PBS NewsHour. Archived from the original on 14 October 2017. Retrieved 11 July 2016.
  2. ↑ Bruckmüller, Susanne; Branscombe, Nyla R. (2011). "How Women End Up on the 'Glass Cliff'". Harvard Business Review . Archived from the original on 4 November 2022. Retrieved 11 November 2024.
  3. 1 2 3 Cook, A.; Glass, C. (1 May 2013). "Glass Cliffs and Organizational Saviors: Barriers to Minority Leadership in Work Organizations?". Social Problems. 60 (2): 168–187. doi:10.1525/sp.2013.60.2.168.
  4. 1 2 3 Ryan, Michelle K.; Haslam, S. Alexander (9 February 2005). "The Glass Cliff: Evidence that Women are Over-Represented in Precarious Leadership Positions". British Journal of Management. 16 (2): 81–90. doi:10.1111/j.1467-8551.2005.00433.x. S2CID   154790353.
  5. 1 2 "The Glass Cliff". University of Exeter. Archived from the original on 27 July 2011. Retrieved 4 August 2015.
  6. ↑ Ryan, Michelle; Haslam, Alex (28 May 2004). "Introducing... the glass cliff". BBC News. Archived from the original on 27 August 2007. Retrieved 22 August 2006.
  7. 1 2 3 McCullough, DG (8 August 2014). "Women CEOs: Why companies in crisis hire minorities - and then fire them". The Guardian. Archived from the original on 9 October 2014. Retrieved 18 October 2014.
  8. ↑ Ashby, Julie S.; Haslam, S. Alexander; Ryan, Michelle K. (Fall 2006). "Legal work and the Glass Cliff: Evidence that Women Are Preferentially Selected to Lead Problematic Cases". William and Mary Journal of Women and the Law. 13 (3): 775. Archived from the original on 8 September 2022. Retrieved 18 October 2014.
  9. ↑ Ryan, Michelle K.; Haslam, S. Alexander; Kulich, Clara (March 2010). "Politics and the Glass Cliff: Evidence that Women Are Preferentially Selected to Contest Hard-to-Win Seats". Psychology of Women Quarterly. 34: 56–64. doi:10.1111/j.1471-6402.2009.01541.x. S2CID   143553874.
  10. ↑ Cook, Alison; Glass, Christy (July 2014). "Above the glass ceiling: When are women and racial/ethnic minorities promoted to CEO?: Research Notes and Commentaries". Strategic Management Journal. 35 (7): 1080–1089. doi:10.1002/smj.2161.
  11. 1 2 Ryan, Michelle K.; Haslam, S. Alexander; Kulich, Clara (March 2010). "Politics and the Glass Cliff: Evidence that Women are Preferentially Selected to Contest Hard-to-Win Seats". Psychology of Women Quarterly. 34 (1): 56–64. doi:10.1111/j.1471-6402.2009.01541.x. ISSN   0361-6843. S2CID   143553874. Archived from the original on 15 February 2023. Retrieved 3 May 2023.
  12. 1 2 Kulich, Clara; Ryan, Michelle K.; Haslam, S. Alexander (March 2014). "The Political Glass Cliff: Understanding How Seat Selection Contributes to the Underperformance of Ethnic Minority Candidates". Political Research Quarterly. 67 (1): 84–95. doi:10.1177/1065912913495740. hdl: 10871/28460 . ISSN   1065-9129. S2CID   154053541.
  13. ↑ Adams, Susan (2009). "Are Female Executives Over-represented in Precarious Leadership Positions?". British Journal of Management. 20 (1): 1–12. doi:10.1111/j.1467-8551.2007.00549.x. S2CID   55283475.
  14. ↑ Rivers, Caryl; Barnett, Rosalind C. (2 November 2013). "When Wall Street Needs Scapegoats, Women Beware". Women's eNews. Archived from the original on 19 July 2015. Retrieved 18 October 2014.
  15. ↑ Haslam, S. Alexander; Ryan, Michelle K. (2008). "The road to the glass cliff: Differences in the perceived suitability of men and women for leadership positions in succeeding and failing organizations" (PDF). The Leadership Quarterly. 19 (5): 530–546. doi:10.1016/j.leaqua.2008.07.011. hdl: 10871/8362 . Archived from the original (PDF) on 25 December 2013. Retrieved 18 October 2014.
  16. ↑ Ryan, Michelle K.; Haslam, S. Alexander; Hersby, Mette D.; Bongiorno, Renata (May 2011). "Think crisis-think female: the glass cliff and contextual variation in the think manager-think male stereotype". Journal of Applied Psychology. 96 (3): 470–84. doi:10.1037/a0022133. hdl: 10871/18856 . PMID   21171729.
  17. 1 2 Trop, Jaclyn (29 April 2014). "Is Mary Barra standing on a glass cliff?". The New Yorker. Archived from the original on 19 July 2014. Retrieved 23 May 2014.
  18. ↑ Ryan, Michelle K.; Haslam, S. Alexander; Postmes, Tom (2007). "Reactions to the glass cliff: Gender differences in the explanations for the precariousness of women's leadership positions". Journal of Organizational Change Management. 20 (2): 182–197. doi:10.1108/09534810710724748.
  19. 1 2 Rink, Floor; Ryan, Michelle K.; Stoker, Janka I. (2012). "Influence in Times of Crisis: How Social and Financial Resources Affect Men's and Women's Evaluations of Glass-Cliff Positions". Psychological Science. 23 (11): 1306–1313. doi:10.1177/0956797612453115. ISSN   0956-7976. PMID   23042121. S2CID   33463759.
  20. ↑ Bruckmüller, Susanne; Branscombe, Nyla R. (September 2010). "The glass cliff: When and why women are selected as leaders in crisis contexts". British Journal of Social Psychology. 49 (3): 433–451. doi:10.1348/014466609X466594. PMID   19691915. Archived from the original on 3 May 2023. Retrieved 3 May 2023.
  21. 1 2 Ryan, Michelle K.; Haslam, S. Alexander; Morgenroth, Thekla; Rink, Floor; Stoker, Janka; Peters, Kim (1 June 2016). "Getting on top of the glass cliff: Reviewing a decade of evidence, explanations, and impact" (PDF). The Leadership Quarterly. Special Issue: Gender and Leadership. 27 (3): 446–455. doi:10.1016/j.leaqua.2015.10.008. ISSN   1048-9843. S2CID   147189923.
  22. 1 2 Morgenroth, Thekla; Kirby, Teri A.; Ryan, Michelle K.; Sudkämper, Antonia (2020). "The who, when, and why of the glass cliff phenomenon: A meta-analysis of appointments to precarious leadership positions" (PDF). Psychological Bulletin. 146 (9): 797–829. doi:10.1037/bul0000234. ISSN   1939-1455. PMID   32700940. S2CID   213145573.
  23. ↑ Wicker, Pamela; Cunningham, George B.; Fields, Drew (1 December 2019). "Head Coach Changes in Women's College Soccer: An Investigation of Women Coaches Through the Lenses of Gender Stereotypes and the Glass Cliff". Sex Roles. 81 (11): 797–807. doi: 10.1007/s11199-019-01022-2 . ISSN   1573-2762.
  24. ↑ Nadler, Joel T. (2018). War on Women in the United States : Beliefs, Tactics, and the Best Defenses. ABC-CLIO, LLC. ISBN   978-1-4408-4210-8. OCLC   1026609320.
  25. ↑ Kousthupamany, Kirushanthy; Nagalingam, Nagedrakumar (17 January 2024). "Rishi Sunak From Glass Ceiling to Glass Cliff". DailyNews . Retrieved 29 April 2024.
  26. ↑ Ellis, Nicquel Terry (17 December 2022). "'Very rarely is it as good as it seems': Black women in leadership are finding themselves on the 'glass cliff'". CNN. Archived from the original on 26 March 2023. Retrieved 26 March 2023.
  27. ↑ Farmer, Jennifer R. (9 February 2021). First & only : a black woman's guide to thriving at work and in life. Broadleaf Books. ISBN   978-1-5064-6685-9. OCLC   1317281185.
  28. ↑ "The State of Black Women in Corporate America". Lean In. Archived from the original on 26 March 2023. Retrieved 26 March 2023.
  29. ↑ Hewlett, Sylvia Ann (5 August 2008). "The Glass Cliff: Are Women Leaders Often Set Up to Fail?". Harvard Business Review. Archived from the original on 19 October 2014. Retrieved 18 October 2014.
  30. ↑ Yıldız, Sebahattin; Vural, Mehmet Fatih (30 July 2019). "A Cultural Perspective of The Glass Cliff Phenomenon". Ege Akademik Bakis (Ege Academic Review). 19 (3): 309–321. doi: 10.21121/eab.451162 . ISSN   1303-099X. S2CID   203062587.
  31. ↑ Range, Jae Lynn (6 November 2013). "No Glass Ceiling for Women? Beware Of The Glass Cliff!". Archived from the original on 23 May 2014. Retrieved 23 May 2014.
  32. ↑ Wright, Tony (20 May 2010). "Nobody's girl". Sydney Morning Herald. Archived from the original on 12 June 2019. Retrieved 2 August 2016.
  33. ↑ Wareham McGrath, Susan (2 July 2013). "The Glass Cliff Claims Another Victim – Was Julia Gillard's Fall From Grace Inevitable?". Australian Businesswomen's Network. Archived from the original on 23 May 2014. Retrieved 23 May 2014.
  34. ↑ Walsh, Kerry-Anne (2014). The Stalking of Julia Gillard. Crows Nest, NSW, Australia: Allen & Unwin. ISBN   9781760110864.
  35. ↑ Simard, Caroline (29 October 2010). "Women in Leadership and the Glass Cliff". Huffington Post. Archived from the original on 25 October 2014. Retrieved 18 October 2014.
  36. ↑ Ferry, Oscar (13 April 2018). "Jejak 'Panas' Boediono dan Sri Mulyani di Petaka Century". CNN Indonesia. Archived from the original on 15 January 2023. Retrieved 15 January 2023.
  37. ↑ McGregor, Jena (12 July 2016). "Congratulations, Theresa May. Now mind that 'glass cliff'". Washington Post. Archived from the original on 13 July 2016. Retrieved 12 July 2016.
  38. ↑ Francis, Angelyn (18 August 2020). "Chrystia Freeland marks a milestone as the first female federal finance minister. Is she standing on a glass cliff?". thestar.com. Archived from the original on 26 March 2023. Retrieved 26 March 2023.
  39. ↑ Lemire, Jonathan (24 May 2021). "Biden Taps VP Harris to lead response to border challenges". Associated Press . Archived from the original on 5 August 2022. Retrieved 5 August 2022.
  40. ↑ Armitage, Rebecca (20 October 2022). "How Liz Truss's brief and chaotic tenure as Britain's PM unravelled". ABC News. Retrieved 23 October 2023.
  41. ↑ Bores, Sarah (8 December 2022). "Gender and Power: Liz Truss and the Glass Cliff Theory". The BPR. Retrieved 23 October 2023.
  42. ↑ Robinson, Linda (8 November 2024). "Kamala Harris and the Glass Cliff". Council on Foreign Relations . Retrieved 11 November 2024. It was a classic case of a woman leader being thrust into a 'glass cliff' situation, a term first coined to address how most women came to be appointed CEO. Faced with a company/party/country in freefall, a highly qualified woman is tapped to rescue a situation that might well be unsalvageable. This was the fate of Carly Fiorina at Hewlett Packard, Teresa May in the United Kingdom, and Kamala Harris in 2024.
  43. ↑ Lucas, Suzanne (8 November 2024). "Was Kamala Harris a Victim of the Glass Cliff?". Inc. Retrieved 11 November 2024.
  44. ↑ Asare, Janice Gassam (22 July 2024). "Kamala Harris And The Glass Cliff That Lies Ahead Of Her". Forbes . Retrieved 11 November 2024.
  45. ↑ Taylor, Elise (25 July 2024). "What Is The Glass-Cliff Theory, And What Does It Have To Do With Kamala Harris? Let Us Explain". British Vogue . Retrieved 11 November 2024.
  46. ↑ Sunderland, Ruth (22 February 2009). "After the crash, Iceland's women lead the rescue". The Observer. Archived from the original on 23 May 2014. Retrieved 22 May 2014.
  47. ↑ Kurzleben, Danielle (14 May 2014). "What happened to Jill Abramson shows everything that sucks about being a woman leader". Vox.com. Archived from the original on 15 May 2014. Retrieved 15 May 2014.
  48. ↑ Hass, Nancy (18 July 2012). "Marissa Mayer Stares Down 'Glass Cliff' at Yahoo". The Daily Beast. Archived from the original on 21 July 2014. Retrieved 23 May 2014.
  49. ↑ Staley, Oliver (13 June 2017). "The Marissa Mayer era at Yahoo is officially over". Quartz . Archived from the original on 4 October 2017.
  50. ↑ Carson, Biz (10 July 2015). "Ellen Pao is out at Reddit". Business Insider. Archived from the original on 4 January 2019. Retrieved 10 September 2019.
  51. ↑ Weinberger, Matt (13 July 2015). "Former Reddit CEO says Ellen Pao was framed". Business Insider. Archived from the original on 11 August 2019. Retrieved 10 September 2019.
  52. ↑ Rosoff, Matt (14 July 2015). "Reddit chief engineer quits after 2 months, says Pao was on a 'glass cliff'". Business Insider. Archived from the original on 24 January 2020. Retrieved 10 September 2019.
  53. ↑ Sklar, Rachel (14 July 2015). "3 Undeniable Ways Ellen Pao Was Pushed Off a Glass Cliff at Reddit". Elle. Archived from the original on 2 July 2019. Retrieved 10 September 2019.
  54. ↑ Knight, Elizabeth (April 2021). "New AMP Boss has broken the glass ceiling but now faces the glass cliff". Sydney Morning Herald. Archived from the original on 10 April 2021. Retrieved 7 April 2021.
  55. ↑ Kim, Matt (3 August 2021). "Blizzard President J. Allen Brack Steps Down". IGN. Archived from the original on 3 August 2021. Retrieved 3 August 2021.
  56. ↑ Chalk, Andy (29 January 2024). "Activision's Call of Duty general manager takes over as president of Blizzard". PC Gamer . Retrieved 29 January 2024.
  57. ↑ King, Hope (12 May 2023). "Newly appointed Twitter CEO Linda Yaccarino risks the glass cliff".
  58. ↑ Elsesser, Kim (13 May 2023). "Musk's Pick For Twitter CEO And The Glass Cliff Debate". Forbes. Retrieved 13 May 2023.
  59. ↑ Berger, Chloe (12 May 2023). "Elon Musk has constructed a treacherous 'glass cliff' for his new Twitter CEO, Linda Yaccarino". Fortune. Retrieved 13 May 2023.

Further reading

This page is based on this Wikipedia article
Text is available under the CC BY-SA 4.0 license; additional terms may apply.
Images, videos and audio are available under their respective licenses.