Neetu Choudhary
CEO Evolvitude Fze, UAE’s Trusted Advisor to C-Suite | Business Trainer | Neuroscience of Leadership Coach | Keynote Speaker | Author | UAE’s Top Professional Development Coach
The glass cliff describes the troubling phenomenon where women and minorities are disproportionately appointed to leadership roles during times of crisis or organizational decline ?
While these opportunities may appear to break the glass ceiling, they often come with higher risks, less support, and greater scrutiny, setting these leaders up for failure.
Key Statistics: The Reality of the Glass Cliff
- Women are 50% more likely to be appointed as CEOs during crises than in stable periods (University of Exeter, 2005).
- Female CEOs have shorter tenures (5.2 years vs. 8.1 years for men), partly due to inheriting high-risk roles (The Guardian, 2023).
- 24.1% of female CEOs leave within two years, compared to a lower turnover rate for male CEOs (Financial Times, 2023).
- Women leaders are 45% more likely to be fired than men, even when performance is comparable (PwC, 2022).
Why Does the Glass Cliff Happen?
- Stereotype-Driven Hiring
- Decision-makers assume women are “better at crisis management” (e.g., more empathetic, collaborative).
- Tokenism & PR Moves
- Companies appoint women to signal “change” without addressing systemic issues.
- Lack of Support
- Women leaders often inherit dysfunctional teams, limited resources, and unrealistic expectations.
The Consequences: Why It Matters
- Reinforces harmful stereotypes that women are “not fit for leadership.”
- Damages career trajectories—failure in high-risk roles can derail future opportunities.
- Mental health toll—higher stress, burnout, and isolation due to lack of support.
Actionable Steps to Dismantle the Glass Cliff
1. Implement Transparent, Data-Driven Succession Planning
- Action: Use objective criteria (not crisis-fit bias) when selecting leaders.
- Example: Track appointments—analyze whether women/minorities are disproportionately assigned to struggling teams.
2. Provide Strong Support for New Leaders
- Action: Offer mentorship, sponsorship, executive coaching, and realistic performance expectations.
- Example: Companies with structured onboarding for women executives see 30% higher retention rates (McKinsey, 2022).
3. Build Long-Term Diversity, Not Tokenism
- Action: Normalize diverse leadership in stable conditions—not just crises.
- Example: Educate boards on unconscious bias and ensure women/minorities are considered for all leadership roles.
The glass cliff isn’t just a diversity issue—it’s a leadership and governance failure. Organizations must stop using women as crisis managers and instead invest in their long-term success.