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Based on the analysis conducted, it can be determined that the glass ceiling exists. The glass ceiling is a symbol for the invisible wall that stops some individuals especially women from ascending to senior positions (Weyer, 2007). It is an elusive but destructive form of discrimination where one cannot reach the opportunities in front of them, despite their suitability and best efforts. Significantly, this failure is not the consequence of the absence of skills and experience and is most habitually linked with women at work. The research proposes that women are eighteen percent less likely to be promoted than their male co-workers (Tuba, Sultan, & Fedai, 2020). And women in leadership roles face several additional barriers as opposed to men. This is because societal norms suppose women to take care and men take charge. Women encompass a small portion of male-dominated groups and are observed as tokens on behalf of all other women, thus, experience key pressure as they are perceived through a gendered-stereotyped lens (Northouse, 2018. The prominent influences contributing to this indiscernible barrier are largely the unequal treatment given to women in contrast to men. Males are well-thought-out as superior to women in workplaces and consequently, women do not enjoy equivalent positions with men in their workplaces. A 2003 report by the federal Glass Ceiling Commission presented that only seven to nine percent of upper administration at Fortune 1000 firms were women. The models that accounted for the rise of gender-related behaviors in companies are the biological model, socialization descriptions, and structural or cultural model. Adding to the glass ceiling, women in leadership places also experience the glass wall and glass cliff which are all inherent consequences of the glass ceiling and relate to a lateral move in a company to develop a promotion for males' accomplishment in the realm of business. A good illustration of the glass ceiling observed in my previous company was an occasion when a female friend of mine whom we graduated college together was pursuing to attain a top-level executive position but she was placed into a lower-level human resources position because it is supposed as being feminine based than the executive position. When employers refuse to extend job opportunities and promotions to women, these employees are noted to be experiencing a glass ceiling as they observe many top-level top positions but basically cannot access them compared to their male counterparts. Correlated with the glass ceiling and wall comes the glass cliff which occurs when women are promoted to high positions that have greater risk and prospect of failure. For instance, the naming of Laurel Richie as the Women's National Basketball Associations president in 2011 was considered to possess a higher risk of failure compared to if she was to be appointed or promoted as the new president of the National Football League.