Analyzing the Glass Ceiling Effect and Leadership Responses in Facebook

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Analysing the Glass Ceiling Effect and Leadership Responses in Facebook
Glass-Ceiling Effect in Facebook – Current Gender-Based Leadership Challenge
In recent times, the Facebook Corporation (Facebook) experienced criticisms for the employment practices and work culture. The company is accused of practicing gender discrimination and creating a glass-ceiling effect for minorities, particularly women in leadership roles (Gravier). In simpler terms, Facebook has a glass ceiling in the corporate culture, preventing women and minorities from securing organic growth based on the efforts made towards the long-term objectives. By definition, the glass ceiling effect is an invisible or passive approach to limit growth opportunities for women and minorities (Northouse, 619-620). Companies avoid rationalizing equal employment opportunities (EEO) or promoting women for C-Suite roles (Sud and Amanesh). According to Alobiad et al., the glass ceiling effect comes into play once companies resist promoting women due to gender stereotyping, issues related to work-life balancing, and limited training policies that fit women for participation (Northouse 177). Facebook is no different from practicing discriminatory policies against women in current events, resulting in a glass ceiling culture.
According to Gravier, Facebook is a global giant with 3 billion active users. The company is among the pioneers to offer digitalized solutions worldwide. Regardless of a diversified customer base and international market reach, the internal corporate culture lacks diversity. The recent controversy attracted negative responses towards the employer branding of Facebook internationally. The company is accused of handpicking roles for women and other minorities in the talent base, which violates the EEO policy. Statistically, Facebook increased women participation by 0.06% in three years until FY2019, which is inorganic in terms of EEO (Gravier). Facebook is experiencing a diversity crisis in the leadership structure due to work culture's immense glass ceiling effect.
Circumstances of Glass-Ceiling at Facebook
The leadership practices at Facebook are the source for increasing the glass ceiling effect within the culture. Dwoskin reported a recent allegation posed by an African American manager at Facebook. The manager claimed that Facebook is biased towards female employees, particularly from a minority racial background. The company claims EEO prospects, but the leaders maintain distant relationships with employees for avoiding response towards gender discriminatory practices (Dwoskin). The observation states that Facebook has limited leader-member exchange (LMX) while ensuring EEO in the work culture. LMX creates a dyadic relationship within the organization, ensures interdependency, and reduce attrition rates in the long run (Northouse 240). The recent allegation made by the African American manager indicates that leaders in Facebook are not maintaining a transparent relationship with employees, mainly while promoting talent on fairgrounds. As a result, the company has a diversity crisis, and the glass-ceiling effect is becoming more evident in the work culture.
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