Women In Top Management: A Comparative Analysis of Glass Ceiling Barriers in Public and Private Banks

Abstract

The representation of women in senior and top management positions remains a significant concern in the banking industry despite increasing female participation in the workforce. The phenomenon commonly referred to as the glass ceiling represents invisible organisational, cultural and structural barriers that restrict women's advancement to higher managerial positions. The present study examines the perceived glass ceiling barriers faced by women employees in public and private sector banks. The study was conducted during June 2024 and adopted a descriptive and analytical research design. Primary data were collected from women employees working in selected public and private sector banks using a structured questionnaire. A sample of 300 women bank employees was selected through stratified sampling. The study examined barriers relating to organisational culture, gender stereotypes, work–life balance, mentoring and networking, promotion practices and organisational support. Descriptive statistics, reliability analysis, Chi-square test, independent sample t-test, cluster analysis and Structural Equation Modelling were employed. The illustrative results indicate that gender stereotypes, work–life balance challenges, limited networking opportunities and organisational practices significantly contribute to perceptions of the glass ceiling. Comparative analysis indicates differences in the perceived intensity of barriers between public and private sector banks. The study recommends transparent promotion policies, mentoring programmes, leadership development initiatives, flexible work arrangements and stronger institutional support to enhance women's representation in top management.