The Glass Ceiling is Cracked, Not Broken: Female Leadership in Bangladesh Civil Service (BCS)

During the 1980s, the term “glass ceiling” was coined to describe the subtle barriers that block the advancement of women (and minorities). Two dimensions of the glass ceiling in the government sector have come to light:... [ view full abstract ]

During the 1980s, the term “glass ceiling” was coined to describe the subtle barriers that block the advancement of women (and minorities). Two dimensions of the glass ceiling in the government sector have come to light: the nature of barriers that limit women’s advancement, and women’s own perception of their treatment in the workplace. The former needs to be understood before steps can be taken to achieve the full representation of women in senior level jobs. The latter dimension is significant because perceptions of disparate treatment can have an adverse impact on women and the organizations for which they work. This paper deals with two main research questions: what are the formal and informal requirements for advancement of women in the government services of Bangladesh? Do any of these requirements place women at a disadvantage situation with respect to career advancement? The paper argues that women representation in civil service is in increasing trend but at the higher level positions presence of women is far low, which is indicative of the existence of certain barriers to the advancement of women. It attempts to identify the factors that have facilitated the persistent growth of women representation in civil service since independence and the barriers that women still face in the advancement of their career.

In order to examine what might constitute the glass ceiling; one needs to assess what factors account for the success of those women who have advanced in the government sector in Bangladesh and what these factors might reveal about the glass ceiling. In addition, the extent to which government employees experience subjective discrimination is also important. This study is mostly based on qualitative data collected from 26 senior administrators holding the position of Joint Secretary and above; they represent different cadres in the Bangladesh Civil Service (BCS). A semi-structured questionnaire was used to collect information, supplemented by formal interviews.