Episode 49: Shattering the Invisible Barriers Holding Women Back

In the most recent episode of the Pink Tax Podcast, Janine sits down with Dr. Amy Diehl, an award winning information technology leader and gender equity researcher. Together they moved past the common "glass ceiling" metaphor to discuss a much more pervasive reality: Glass Walls.

If you have ever felt like your career is being hemmed in by invisible but impenetrable boundaries, this conversation is for you.

Why "Glass Walls" instead of a "Glass Ceiling"?

The glass ceiling implies a single barrier at the very top of a hierarchy. However, Dr. Diehl’s research reveals that women face barriers at every stage of their careers. These are Glass Walls: invisible, ever present constraints that surround a woman no matter which way she turns [03:00]. It is not just about the C-suite; it is about the daily biases that happen to all of us.

Giving a Name to the Invisible

One of the most powerful parts of Dr. Diehl's work is providing a vocabulary for behaviors that often go unnoticed. Having specific terms makes it easier to call out bias in the moment. Two key terms discussed were:

• Hepeating: When a woman shares an idea and it is ignored, only for a man to repeat the same idea minutes later to roaring applause [05:41].

• Role Incredulity: The assumption that a woman is not the person in charge. This manifests when a female doctor is assumed to be a nurse, or a female executive is assumed to be an assistant [04:46].

The Six Primary Barriers

Dr. Diehl’s scientific research identified six core barriers that create these walls:

1. Male Privilege

2. Insufficient Support (often cited as the most harmful [08:59])

3. Hostility

4. Acquiescence

5. Devaluation

6. Disproportionate Constraints

Surprisingly, Dr. Diehl notes that Insufficient Support can lead to higher turnover than overt hostility. When a woman is ostracized or lacks a support system at work, she is far more likely to leave [09:21].

The Trap of Acquiescence

Acquiescence is the result of hitting these walls repeatedly. A woman might choose to stay in a mid level role or stop seeking promotions, not because she lacks ambition, but because the environment has made the "hassle" of climbing too high [11:53]. It is often framed as a "personal choice," but Dr. Diehl argues it is actually a rational response to an inequitable environment.

Actionable Steps for Allies and Organizations

The episode offers clear advice for those looking to help:

• For Men: Step zero is learning the vocabulary so you can recognize bias [22:41]. When you see hepeating, simply say, "Jane just had that idea, let’s hear more from her" [07:32].

• For Organizations: Move beyond "one off" training. Implement true pay assessments, create safe reporting structures for hostility, and offer robust parental leave policies [38:42].

• For Women: Do your research on fair market value. Use public data or trusted networks to find what your role is worth [45:37]. If you are in a toxic environment that refuses to value you, remember that you have the power to look for alternatives [48:30].

Final Thought: Negotiation and career advancement are not just individual responsibilities. While we can advocate for ourselves, true change requires organizations to "walk the walk" and dismantle the glass walls once and for all.