How The Glass Cliff Puts Women And People Of Color In Harm’s Way

As more and more global companies face financial struggles, consumer backlash and wavering future success, many are putting women and people of color  in positions of leadership – setting them up for almost certain failure. This “glass cliff” faced by many women and people of color  in positions of leadership threatens to undermine their competencies and abilities – and their careers.

The term “glass cliff” was first coined in 2005 by researchers Michelle Ryan and Alexander Haslam at the University of Exeter. It describes the phenomenon where women and people of color have been placed in the C-suite or other leadership positions at companies only when they are facing hardship.

The glass cliff is understood in relation to women breaking the “glass ceiling” which is an invisible barrier created by implicit bias that prevents women from being able to reach positions of leadership in their workplaces.  

A 2014 study found that women and people of color are more likely to be promoted to CEO of companies that are underperforming and are also more likely to be blamed for the crisis – a cycle researchers described as “vicious” in an interview with Inc.

While not all women who face the glass cliff are women of color, those who are often face a high level of backlash, scrutiny and aggression, making it even more challenging for them to perform their role successfully, according to research in The Journal of Experimental Social Psychology.

Black women may face even more instances of the glass cliff due to misogynoir, a term coined by Dr. Moya Bailey that highlights how Black women regularly face multiple overlapping stereotypes and discrimination. A 2022 report from McKinsey on women in the workplace highlighted how Black women leaders are more ambitious than other women at their level, but are more likely to have their abilities questioned.

When Vice President Kamala Harris was nominated as the Democratic nominee for president, searches for the term “glass cliff” tripled, according to Forbes, as the conversation turned to concerns that Harris’ risk of failure in the White House would increase because of the glass cliff.

The conversation about the glass cliff has staying power. In 2024, there have been a number of women who have been named CEO of companies in the midst of crises.

Most recently, CVS CEO Karen Lynch, who had held the position for three years as the company navigated multiple issues, was replaced with a man. The trend continues: American Electric Power let go of its CEO, Julie Slote, in February after she was on the job for nearly a year. Under Armour, let go of its CEO, Stephanie Linnartz, in March after another short tenure.

Multiple large companies are also actively putting women in positions of leadership in the midst of crises. For example, Stephanie Pope was announced as Boeing Co.’s CEO of the commercial planes division in March, following a series of crises that left consumers lacking confidence in the safety of flying on their planes.

One way to combat facing the glass cliff, according to Cynthia Pong, JD, CEO of Embrace Change consultancy, is to create career insurance. Pong told Forbes women can create career insurance by cultivating a diverse power network of peers, cross-cultural allies, mentors and sponsors. Other tips include building a strong and “sticky” personal brand, mastering negotiation skills, and properly packaging your body of work.

Kim Vender Moffat, an investor-in-residence at the Polsky Center at the University of Chicago, offers a different perspective: take a look at the glass cliff as an opportunity for growth. Most importantly, she advises working for inclusive organizations that actively promote women and people of color into leadership roles when the company is functioning as it should, not just during crises.