Black Women and The Glass Cliff Effect
The glass cliff is a concept that has received more and more attention in recent years, and it holds particular relevance for Black women in leadership roles, especially within the professional and business spheres of the UK. As a Black British woman, entrepreneur, and advocate for diversity in leadership I think that it is important to address the impact of the glass cliff as it pertains to both myself and the women in my network.
Michelle Ryan and Alex Haslam, of the University of Exeter undertook critical research which uncovered what they describe as the "glass cliff" phenomenon where women, particularly Black women and women of colour, are more likely to be promoted to leadership positions during times of crisis or downturn, where the risk of failure is high. This precarious positioning often sets these leaders up for failure, as they are handed the reins at the most challenging times, with limited support and resources to succeed. For Black British women, this experience is compounded by the intersectionality of race and gender, which adds layers of complexity to their professional journeys. Please be aware that the research focused on all women and it was Alison Cook and Christy Glass who first pinpointed the need to be specific as it pertains to race.
In the UK, the professional landscape remains skewed against Black women. In the UK, the professional landscape remains skewed against Black women. The Runnymede Trust undertook important research report called "Misogynoir in the Workplace: Understanding the Experiences of Black Women in Leadership Positions".
Drawing on interviews with Black women in leadership positions across various sectors - including journalism, politics, academia, healthcare, charities and unions - this report shines a light on the experiences and challenges they face in the workplace.
Despite some strides towards equality, systemic biases persist, making it more challenging for Black women to ascend to leadership roles. When they do break through these barriers, it can sometimes be within organisations facing significant turmoil. The glass cliff places these women in a no-win situation: they are expected to turn around failing enterprises with little margin for error - with the idea that they can overcome and “be strong” and exceptional, and when the inevitable struggles occur, they are disproportionately blamed for the failures.
This scenario not only affects the individual Black women who are placed on these precarious perches but also perpetuates damaging stereotypes about Black leadership capabilities. When Black women leaders are publicly seen to 'fail,' it reinforces negative biases and feeds into the narrative that they are not suited for high-level positions. This cycle of failure and scapegoating diminishes them and discourages aspiring Black women leaders from pursuing such roles.
Moreover, the psychological toll of the glass cliff cannot be overstated. Black women already navigate a professional world rife with microaggressions and explicit biases. I have spoken about the pet to threat phenomenon in the past which adds another layer to this conversation.
The added pressure of leading an organisation in crisis, often without adequate support, can lead to burnout, mental health issues, and a reluctance to seek future leadership opportunities. This not only stunts personal career growth but also deprives industries of diverse leadership perspectives that are crucial for innovation and holistic decision-making.
To address the glass cliff, we must advocate for systemic changes within our professional environments. Organisations must not only commit to diversity in leadership but also ensure that these leaders are supported, particularly during transitions and crises. This includes providing sponsorship, mentorship, adequate resources, and a supportive network to navigate the challenges that come with high-stakes roles.
Additionally, there must be a cultural shift in how we perceive leadership failures. Rather than attributing failure to the individual, it is essential to recognize the structural and situational factors at play. This understanding can foster a more supportive environment for Black women in leadership, allowing them to thrive rather than merely survive.
In conclusion, the glass cliff is a critical issue that disproportionately impacts Black women in leadership roles. By recognizing and addressing the systemic biases and challenges associated with this phenomenon, we can create a more equitable and supportive professional landscape. It is time for organisations to not only place Black women in leadership positions but to also equip them with the tools and support necessary to succeed. Only then can we dismantle the glass cliff and build a truly inclusive and diverse leadership framework.
I work with clients on how they can empower themselves in leadership spaces, using their personal brands to make a difference and make an impact. If you would like to work with me get in touch.
