The term “glass ceiling” refers to an artificial barrier based on attitudes or bias that prevents qualified women from advancing into mid-level and senior-level management positions. In other words, women can advance so far, but hit an invisible barrier and can advance no farther. If you feel that you have been discriminated against based on a “glass ceiling” at your company, you may bring a claim under Title VII or state or local anti-discrimination laws. Employers can and should take some or all of the following steps to eliminate the glass ceiling from their companies. hiring: Make sure that nondiscriminatory practices and requirements are used. Examine subjective or neutral criteria to ensure that they do not have a disproportionate impact on women. Set up workforce diversity programs to eliminate disadvantages and create a work environment where all employees feel comfortable. Make sure to hire employees based on true qualifications, not stereotypical ideas of a candidate's qualifications. promotion: Monitor and ensure the development of female employees. Establish network and mentoring programs to help train and inform employees of opportunities for promotion. Require all job postings to state promotion criteria and affirm the employer's commitment to diversity in management.