They trust her. To take the blame when it all goes south.
You’ve heard of the glass ceiling: that invisible barrier that keeps women from reaching the highest levels of leadership. But what if I told you there’s something worse? Something more insidious, more exhausting, and - dare I say - more dangerous?
It’s called the Glass Cliff Effect, and it’s one of the sneakiest forms of workplace inequality that no one talks about enough.
So, what is it?
The glass cliff happens when women (or other marginalised groups) are only given leadership roles when the situation is already a mess. Think corporate crises, PR disasters, financial meltdowns.
In other words, when a company, institution, or political party is tanking, suddenly, a woman is handed the reins. It’s almost like saying: “Here, you take it. If it works, great. If not, well, we were already doomed.”
If she somehow manages to turn things around, she’s often pushed aside for a man to take over once things are stable.
If she doesn’t succeed, it becomes “proof” that women aren’t cut out for leadership.
A win-win for the system. A lose-lose for women.
You’ve seen this before. Where?
This is real, and it’s happening everywhere. Here’s a look at some major examples, including India, where women have been placed on the edge of the glass cliff.
- Indra Nooyi (PepsiCo)
When Indra Nooyi became CEO of PepsiCo, she wasn’t inheriting an easy ride. The pressure to move towards healthier products was mounting, all while the brand’s biggest cash cow, carbonated drinks was taking a hit.
Nooyi successfully transformed the brand, investing in healthier alternatives while keeping profits strong. But instead of being celebrated, her leadership was often questioned, and she had to fight twice as hard to be taken seriously.
Would a male CEO have faced the same scrutiny? Highly unlikely.
- Chanda Kochhar (ICICI Bank)
Chanda Kochhar was one of India’s most powerful bankers, leading ICICI Bank during an incredibly challenging financial period. She was at the forefront of major reforms and strategic growth.
But when a controversy arose, she faced the brunt of the blame, despite years of leadership. The same male-dominated corporate world that put her on a pedestal was quick to take her down when things got tough.
- Mary Barra (General Motors)
When Mary Barra became CEO of General Motors (GM) in 2014, she walked into one of the worst crises in automotive history. A massive recall of millions of vehicles due to safety defects had tarnished the brand.
Despite her leadership steering the company back to stability, her tenure was initially marked by blame, scrutiny, and public backlash, things her male predecessors didn’t have to deal with.
- Theresa May & Liz Truss (UK Politics)
Politics is filled with glass cliffs, and the UK has some classic examples.
- Theresa May was handed the reins of Britain after the Brexit vote, in one of the country’s most politically unstable moments. She was expected to clean up the mess, and when things didn’t work out, she was quickly replaced.
- Liz Truss lasted 49 days as Prime Minister, inheriting an already collapsing economy. She was set up to fail before she even began.
Would these situations have been different if a man had taken over during more stable times? History suggests yes.
But why does this keep happening?
The Glass Cliff Effect happens because of deeply rooted biases, power structures, and subtle ways the system keeps women from truly succeeding. Here’s why:
- Women are seen as “fixers.” When things go south, suddenly, women’s “soft skills” (communication, empathy, crisis management) are in demand. But once the storm passes, companies tend to replace them with men again.
- If they succeed, they don’t get credit. Instead of being rewarded for saving the company, they’re often pushed out or given less power.
- If they fail, it “proves” women aren’t great leaders. A man failing = he’s just one bad leader. A woman failing = a sign that “women aren’t fit to lead.”
- Men reject risky leadership roles, so women are the backup plan. If a company is in deep trouble, male executives are less likely to accept the job so the company turns to a woman, hoping she’ll “fix it.”
Why this matters for International Women’s Day
International Women’s Day is about recognising the obstacles that still exist. The Glass Cliff is one of the biggest yet least discussed workplace barriers for women.
We can’t just push for more women in leadership, we need to push for women in leadership under fair conditions.
The Glass Cliff needs to go.
Breaking the glass ceiling was never enough because even when women rise, they’re often placed on a ledge that’s crumbling beneath them.
On International Women’s Day, let’s not demand real, lasting, and fair opportunities for them. Let’s make sure the next generation of women leaders aren’t just thrown into crisis, but given the power to truly lead.
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