The glass cliff is a phenomenon described by psychologists Michelle K. Ryan and Alexander Haslam, in which women are more likely to break the "glass ceiling" (i.e. achieve leadership roles in business and government) during periods of crisis or downturn when the risk of failure is highest. Other research has expanded the definition of the glass cliff phenomenon to include racial and ethnic minority groups.
Origins The term was coined in 2005 by British professors Michelle K. Ryan and Alexander Haslam of the University of Exeter, United Kingdom. In a study, Ryan and Haslam examined the performance of FTSE 100 companies before and after the appointment of new board members, and found that companies that appointed women to their boards were likelier than others to have experienced consistently bad performance in the preceding five months. This work eventually developed into the identification of a phenomenon known as the glass cliff – analogous to the concept of a glass ceiling, but implying the inability to perceive the dangers of the cliff's transparent edge rather than the false promise of elevated organizational positions which can be "seen" through a ceiling of glass but which are actually unattainable. Since the term originated, its use has expanded beyond the corporate world to also encompass politics and other domains.
Overview Ryan and Haslam's research showed that once women break through the glass ceiling and take on positions of leadership, they often have experiences that are different from those of their male counterparts. More specifically, women are more likely to occupy positions that are precarious and thus have a higher risk of failure—either because they are appointed to lead organizations (or organizational units) that are in crisis or because they are not given the resources and support needed for success. Extending the metaphor of the glass ceiling, Ryan and Haslam evoked the notion of the "glass cliff" to refer to a danger which involves exposure to risk of falling but which is not readily apparent. CEO tenure is typically shorter at companies which are struggling, compared to those which are stable. Evidence of the glass cliff phenomenon has been documented in the field of law. A 2006 study found law students were much likelier to assign a high-risk case to a female lead counsel rather than a male one. A 2010 study found undergraduate students in British political science likelier to select a male politician to run for a safe seat in a by-election, and much likelier to select a female candidate when the seat was described as hard to get. A 2014 analysis of US Fortune 500 leadership found that firms with weak performance were likely to promote women into CEO positions over white men. Additional studies have found that women are likely to be primed as candidates in hard-to-win districts. Specifically in the United Kingdom, women of the Conservative Party are more likely selected by party elites to run in less winnable seats than conservative men, though they performed worse than men in elections. This occurs both with experienced and inexperienced women candidates, and those with both conventional and nonconventional political backgrounds, indicating a glass cliff phenomenon as opposed to any other explanation. Though the Conservative Party has begun to incorporate equality guarantee strategies, women candidates are still often specifically posed as candidates in hard to win districts. In contrast, a 2007 study of corporate performance preceding CEO appointments showed that "corporate performance preceding CEO appointments tends to favor females, implying that females (males) are appointed to the CEO position largely at times when the firm is in relatively better (worse) financial health".
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