Actuality¹⁴⁸

An invisible barrier that is always present in the business world

DIVERSITY, EQUITY AND INCLUSION

Par

Alyssa Boily-Simard

In the business world, the concept of the 'glass ceiling' highlights the subtle barriers that impede the career advancement of certain groups within organizations. However, it is crucial to adopt a human perspective when analyzing this concept. Beyond its purely organizational aspect, the glass ceiling raises essential questions about individuals and their aspirations. This complex dynamic deserves in-depth exploration, shedding light on the invisible obstacles that hinder talent's career development, to the detriment of inclusion, diversity, personal fulfillment, and overall company growth.

On May 2nd, Bibiana Pulido, Co-founder and CEO of the Quebec Interuniversity Network for Equity, Diversity, and Inclusion (RIQEDI), Candice Maxis, Managing Director of Diversity, Equity, and Inclusion at Deloitte, and Stephania Jean-Francois, Early Career Talent Recruiter at SAP, shed light on equity, diversity, and inclusion (EDI) issues in the business world. These discussions illuminated the realities of the obstacles faced by certain underrepresented groups, thereby revealing concerns related to the glass ceiling

What is the link between the glass ceiling and EDI?

According to Bibiana Pulido, there is an intrinsic link between two crucial concepts in the business world: the glass ceiling and equity, diversity, and inclusion (EDI). The concept of the glass ceiling encompasses situations where certain individuals face difficulties in progressing within their organization and accessing hierarchical or strategic positions. EDI, on the other hand, refers to issues of discrimination present in our societies. Despite our good intentions, it is important to recognize that we can all be victims of unconscious biases, which can lead to an underestimation of the skills and expertise of qualified individuals. This is where EDI becomes a crucial issue to address.

According to Candice Maxis, it is necessary to acknowledge that the glass ceiling can have multiple levels of complexity, especially concerning the various components that make up a person's identity. For example, when examining the issue of intersectionality, it becomes clear that the reality of women varies significantly from one individual to another. For instance, if we want to see more women in managerial positions, it is important to consider the different experiences and challenges they may face based on their intersectional identity.

How to recognize the glass ceiling?

During the webinar, we asked our guest panelists about indicators that may suggest the presence of a glass ceiling. Here are the insights they shared:

You have held the same position for a considerable amount of time without opportunities for advancement.
Your employer regularly hires external candidates to fill higher-level positions.
You do not receive concrete and constructive feedback on your work, hindering your professional development.
You are not invited to strategic meetings where important decisions are made.
You struggle to gain the attention and commitment of key players within the company.

Bibiana emphasizes that experiencing such injustice can lead to psychological distress, self-doubt, and even mental health issues. It is crucial to take the time to process this situation and take care of oneself.

“I have wondered for a long time why I was approached for this opportunity. It was important for me to understand if it was because of what I could bring, or rather, because of what I represented.” Par

Candice Maxis, Managing Director - Diversity, Equity, and Inclusion at Deloitte

Understanding the diversity and inclusion dilemma

Some individuals who consider themselves 'concerned' about EDI programs may not wish to be directly targeted by these initiatives, as they feel it further highlights their diversity markers. In this regard, what solutions can companies and concerned employees implement to address this issue and achieve their vision?

According to Candice, there persists a false perception that implementing equity, diversity, and inclusion (EDI) programs or policies results in neglecting the skills of individuals recruited or promoted within the organization. In reality, this is not the purpose of these initiatives at all. On the contrary, the goal is to ensure equitable access for all candidates, providing them with opportunities they might not have had otherwise. Therefore, to ensure informed selection, it is essential for HR managers to diversify their pool of resumes, avoiding the frequent excuse of always receiving the same profiles.

Finally, it is crucial for the organization to effectively communicate its message to the public, explaining why and how these initiatives are implemented based on skills.