The “Glass Ceiling” is the term for the invisible obstacles sometimes found in the world of work. Barriers that limit the progress of women and minorities toward employment equity extend from the glass ceiling at the top of companies to low-wage jobs in the labor market. These barriers are created by a process of exclusion that continually eliminates women, minorities, and other disadvantaged groups from being candidates for higher positions. When a company engages in this type of discrimination, it looks for the most defensible explanation it can find to make this behavior seem acceptable. The “glass ceiling” is still as much a part of the corporate world today as it was many years ago. This is evident from the hindered progress of women and minorities found in much of the corporate workforce. To develop the topic of the influence of the invisible glass ceiling on the workplace, it is important to rely on the context of this opinion. From an economic perspective, the glass ceiling is defined as the invisible but impassable barrier that prevents minorities and women from reaching the top of the corporate ladder, regardless of their qualifications or achievements. This metaphor was initially applied only to women, but was quickly extended to minority men as well (Shedd). While gender discrimination legislation prevents overt discrimination, within many organizations it has been found that there are subtle measures that actually prevent women from entering the workforce. higher levels of management. These include dubious success criteria, inaccurate perceptions of women's aspirations and advancement, and cultural biases against working women (Miller 18). Blocked opportunities…half of the document…prevents minorities and women from reaching the top rungs of the corporate ladder regardless of their qualifications or achievements. This barrier that prevents women and minorities from reaching the top of society reveals the extent of the problems faced by women. There is no doubt that the glass ceiling continues to plague talented women who strive to reach the top positions in their careers. The glass ceiling also represents a problem for top management of companies who must recognize changes in the modern era. By following the traditional way of hiring and promoting people, companies are missing out on the vast pool of female talent. By opening more senior management positions to women, companies will benefit from the creativity, increased interaction, participation and knowledge of women who will offer a unique perspective to growing companies.