Glass ceiling effect in Lithuanian private sector, what holds women back from moving to the top positions

ENThe study explores the relationship between glass ceiling perceptions, promotion, and leadership opportunities for workplace middle-management positions in Lithuania. For this study, data was collected using an online questionnaire distributed using the LinkedIn social network. The total number of participants was 725, of which 521 were females (72%), and 204 were male (28%). Of the 725 participants, 379 (52%) agreed or somewhat agreed that there is gender inequality in the workplace in Lithuania. While the results suggest the perception of a glass ceiling still exists in Lithuania, the results were not highly explicit as many of the responses fell between the "somewhat agree" and "neutral" range. The European Institute for Gender Equality suggested that if Lithuania would improve gender equality, it could lead to a 12% increase of GDP by 2050 through creating additional jobs for women (EIGE, 2019). To test the economic influence for the Lithuanian economy in the face of the glass ceiling, almost 300 out of 725 (41%) of the participants agreed that they would not remain in their job if the amount of gender inequality increased, even choosing that it would lead to their choice of leaving their job or, in extreme cases, leaving Lithuania. Additionally, there were no significant differences between male and female perceptions about leadership and promotion. Finally, both genders valued flexible work schedules and "work-life," as well as recognition for achievements they bring to the company. Keywords: gender inequality, mid-level management, glass ceiling, women leadership, promotion opportunities.