For women in male-dominated industries like automotive and motorsport, there’s often talk of breaking through the glass ceiling. But before we even get there, we’ve got to navigate the glass ladder, eventually breaking through the glass ceiling, only to find ourselves precariously balancing on the edge of a glass cliff when we finally make it to the top.
Each of these invisible barriers makes career advancement a difficult climb, but recognising them can spark change.
The Glass Ladder: Rising Through the Ranks but Stuck in Niche Roles
The glass ladder describes women’s initial success in specific sectors but limited progress beyond that. For instance, women might move quickly through the ranks in traditionally female-dominated or niche roles, like HR or middle management in automotive administration, but struggle to break into top-tier leadership positions.
The Glass Ceiling: A Barrier Few See but Many Feel
The glass ceiling is that often-invisible barrier preventing women from advancing into senior leadership. It’s not an explicit policy; rather, it’s the subtle biases and structural obstacles that make it incredibly difficult for women to move into top executive roles, regardless of qualifications.
Breaking the Glass Ceiling: Coral Taylor’s Journey
Coral Taylor is a stellar example of a woman breaking through the glass ceiling in motorsport. Her extensive career spans over 40 years, excelling not only as a co-driver but also in leadership roles. Coral became a director on the NSW NRMA board in 2008, was appointed to the Motorsport Australia board in 2020, and set a record for the most wins in the Australian Rally Championship (ARC) by 2023. Her story illustrates that while barriers exist for women, it’s possible to shatter them and succeed in both competitive and governance roles within the industry.
The Glass Cliff: Leading in Crisis
Women often find themselves appointed to leadership roles during times of crisis, which can be perceived as sacrificial positions. In these scenarios, they are frequently set up to take the fall for problems largely created by their male predecessors. This dynamic not only diverts attention from the root causes of the issues but also places an unfair burden on these women to navigate turbulent waters while their male counterparts remain shielded from scrutiny. As a result, their success or failure in these high-pressure roles can have lasting implications for their careers, reinforcing the perception that women are not suited for leadership and perpetuating the cycle of inequality.
Vanessa Hudson, appointed CEO of Qantas in 2023, represents a striking example of the glass cliff phenomenon. Stepping into a sacrificial position amid significant reputational and operational turmoil, she has faced immense pressure to not only navigate these challenges but also to restore the airline’s standing. Her leadership is a testament to resilience in the face of adversity, as she transformed Qantas under difficult conditions and lead it towards recovery and growth.
Signs Women Face in the Workplace
Niche Leadership: Women may excel in certain roles but face resistance when trying to advance into male-dominated sectors.
Bias and Underestimation: Male colleagues are often favoured for higher-paying, senior roles.
Precarious Promotions: When women do reach leadership, they’re often handed crisis-stricken teams, setting them up for potential failure.
The Glass Cliff in Volunteering Roles
A lesser-discussed element is the role of women in volunteer positions. Many women in motorsport, for example, take on essential volunteer roles but often struggle to convert their unpaid contributions into paid, professional positions. Their skills and dedication are frequently overlooked, contributing to a cycle of unpaid labour that doesn’t offer them the same career growth opportunities as their male counterparts.
Breaking Down the Barriers
Recognising these barriers is only the first step. Women in the automotive and motorsport industries have long been fighting these invisible walls—whether it’s the ladder that limits them to niche roles, the ceiling that halts their promotions, or the cliff that tests them in times of crisis.
But conversations around these challenges are happening more frequently, and with more women like Coral Taylor, Alice Anderson, and Vanessa Hudson pushing boundaries, the tide is starting to turn. Women who mentor, advocate, and support each other are creating a powerful network of change. And by spotlighting these issues, we can accelerate the push towards a more inclusive, fair industry.
As we shine a light on these invisible barriers, it’s crucial for all of us—whether in automotive, motorsport, or any industry—to actively support and advocate for women navigating these challenges. Here are a few ways you can make a difference:
- Mentor and Advocate: Offer your guidance to women in your network. Share your experiences and provide support as they navigate their careers.
- Amplify Voices: Share stories of women breaking barriers in your industry. Highlight their achievements on social media to inspire others and promote awareness. Our Member Profiles are a terrific way to share their stories.
- Challenge Bias: Call out biases and inequalities when you see them. Advocate for fair hiring and promotion practices that recognise the value women bring to leadership roles.
- Create Opportunities: If you’re in a position to do so, work towards creating pathways for women to enter and thrive in your field, ensuring that their contributions are valued and recognised.
Together, we can dismantle the glass ladder, ceiling, and cliff, paving the way for a more inclusive and equitable industry for everyone.
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Bridget Bell is a seasoned motorsport media professional and a skilled mechanic, with over a decade of experience in On-Air Hosting, Event Hosting, Television Presenting and Commentating. Passionate about supporting women in both the industry and motorsport, Bridget volunteers as a mentor and actively champions female representation.
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