Everybody has different career goals. When you’re young, you may be
focused on simply finding a paycheck that covers your bills and living
expenses. If you’re family-minded, you may seek out a job that either
allows you work flexibility to spend time with them or a salary that
amply provides for them. If you’re creative or ambitious, you may strive
to go out on your own and begin your own company or become a
freelancer. If you’re closer to retirement, you may look for a position
with less responsibility and instead more of a support role. No matter
what your career goal is, there’s likely a position that will help you
reach that goal.
But interestingly, most workers’ career goals don’t include leadership positions. A new CareerBuilder survey
asked more than 3,600 workers across salary levels, industries and
company sizes about their career goals and aspirations for leadership
positions. Approximately one third (34 percent) of workers strive for
leadership positions, with only 7 percent aiming for senior or C-level
management.
Taking a closer look at their responses, the survey shows that by an
11 percentage point margin, men (40 percent) are more likely than women
(29 percent) to desire a leadership role. Additionally, African
Americans (39 percent) and LGBT (44 percent) workers are more likely to
aspire to a leadership role than the national average. Thirty-two
percent of workers with disabilities aspire to leadership positions, as
well as 35 percent of Hispanics – both near the national average.
Why are workers content to avoid climbing the corporate ladder? A
majority (52 percent) say they are simply satisfied in their current
roles, and a third (34 percent) don’t want to sacrifice work/life
balance. Seventeen percent say they do not have the necessary education.
However, not everybody is voluntarily choosing to forego leadership roles and responsibilities.
The glass ceiling problem
The tech industry and other sectors in corporate America have
come under criticism for a lack of female and minority executives, but
to what extent do workers feel organizations hold these groups back? One
in 5 workers (20 percent) feel his or her organization has a glass
ceiling – an unseen barrier preventing women and minorities from
reaching higher job levels.
However, when looking only at workers who aspire to management and
senior management positions, the percentage increases to 24 percent and
is even higher among females (33 percent), Hispanics (34 percent),
African Americans (50 percent) and workers with disabilities (59
percent). The perception of a glass ceiling is not as prevalent among
LGBT workers aspiring to leadership roles; 21 percent feel there is a
barrier to leadership at their organization, slightly less than the
national average.
A survey result that may point to part of the problem is that only 9
percent of nondiverse males think there is a glass ceiling for women and
minorities at their organization.
Breaking through and creating opportunity
More and more companies are addressing this workplace disparity
directly. Twenty-seven percent of employers have initiatives to support
females pursuing leadership roles and 26 percent have initiatives to
support minorities. Thirteen percent of employees at these companies
think there is a glass ceiling.
“While most workers don’t want a top job, it is important for
organizational leaders to promote a culture of meritocracy in which all
workers, regardless of gender, race or sexual orientation, are able to
reach senior-level roles based on their skills and past contributions
alone,” says Rosemary Haefner, vice president of human resources at
CareerBuilder. “The survey found that employees at companies that have
initiatives to support aspiring female and minority leaders are far less
likely to say a glass ceiling holds individuals back.”
If you’re struggling to reach the next level of your career or are
working to break through a glass ceiling at your own workplace, consider
these actions:
- Work with a mentor– In or outside of your organization,
working with a mentor can help you make more strategic career moves,
benefit from the experience and wisdom they’ve garnered and also gain
insight when dealing with difficult management. - Network – Being a visible member of the team and
interacting with other industry professionals will strengthen your own
image and establish your expertise. Whether you’re chatting with team
members in the break room or attending industry events, the more people
you have on your side, the more opportunities will present themselves. - Be the change you wish to see – The best way to promote
workplace equality and support women and minorities in their
professional endeavors is to start with your own actions. Check your own
biases and recognize what results your own actions are having. Are you
contributing to hurtful gossip or choosing your own friends for projects
first? Give everyone a fair chance and find ways to bring everyone on
board new projects and initiatives. You’ll help the company and your
co-workers succeed.
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