Glass Ceiling Case Analysis

Lisa Weber is a qualified person having a strong academic background and a short teaching experience at University. She was the only woman hired as a market analysis in Wall Street firm which is the first sign of gender discrimination.Within the short period of two years, she has become one among the four portfolio manager directly report to the firm senior partner. She also has highest regards from clients for her exceptional performance.

Weber is innovative, deep thinker, strong communicator and enough kind to share financial market knowledge with her colleagues. She has facilitated office colleagues by addressing their queries regarding marketing performance and financial projections therefore; she is admired by her colleagues and clients.

Even though she has the potential to advance in her career however, she has faced the advancement barrier of gender discrimination averts her for getting the higher position in the firm. Gender discrimination comes into the practice to underestimate the minority gender by treating the person unfairly in hiring, promotions, appreciation, trainings and other benefits.

There are several clear cut examples of gender discrimination are provided in the case study such as:

• She didn’t get deserve promotion even though, her performance clearly surpassed in all aspects; market knowledge, number of new client accounts and their positive feedback.

• Weber has more market knowledge then her office colleagues and everyone knows the fact, but none of them mentioned in any of the meetings.

• Straight denial by CEO on her partnership proposal with assumption that Women tends to make mistake and past trend, no female has been in the partner position since last 103 years.

CEO, Michel Breyer response to Lisa is a clear example of gender-based stereotyping to communicate the message that Women are not suitable for leadership role as they tends to make mistakes in critical situation therefore, her chances for partnership role are rare and backed his statement by leadership trend of the firm.

[1]According to the HBR leadership survey conducted by Jack Zenger and Joseph Folkman, women are equally or marginally better than men in leadership role as summarized in below mentioned figures.



Lisa having strong academic background and skills to become a partner in the firm but, CEO opt unethical practices of gender discrimination and stereotyping to suppress her vision to serve Wall Street in capacity leadership role. Leadership skills are correlated with the employee core competencies and performance rather than gender or organization hiring and promoting trends.[1]


[1]Are Women Better Leaders than Men? – HBR. 2015. Are Women Better Leaders than Men? – HBR. [ONLINE] Available at: [Accessed 20 February 2015].

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