Glass Ceiling and Employees Performance in a Financial Services Firm

Absence of women’ in top level management could be consider a universal problem as the quantity of females on higher designations observed lowest in maximum states. In 1999, the USA Division of Labor’s, defined the glass, ceiling, as “an artificial blockage based on an attitudinal/organizational prejudice that avoids capable persons especially women promoted to, management, positions in entities. The main objective of the study was to ascertain the effect of corporate glass ceiling and employees performance. A Case study of financial firms. The specific objectives of the study are as follows; (i) To examine the impact of female representation in leadership on performance rating in financial services firm.(ii)To evaluate the effects of female promotion rate on productivity matrics in financial services firm. (iii) To determine how pay disparity between female and male employees affects job satisfaction in financial firm.The sample size of 129 staff was selected across the 5 branches of Zenith Bank and was determined using Taro Yamane’s (1967) formula.The descriptive analysis of the variables was performed using SPSS, whereas the statistical evaluation of the structural model was carried out using SmartPLS 3, as it was considered one of the best techniques for evaluating hypothesized relationships within a sophisticated design. The use of descriptive statistics provided an overall representation of information through the numerical and graphical presentation of the data collected. Regression analysis was employed to test the hypotheses.The analysis of the first objective revealed that representation in leadership have a significant influence on performance rating in financial services firm.The analysis of the second objective showed that female promotion rate significantly impacts productivity matrices.The analysis of the third objective indicated that pay disparity between female and male employees significantly influences job satisfaction. This study examined the influence of leadership representation, female promotion rates, and pay disparity on key performance indicators in financial services firms. The findings revealed that while representation in leadership does not significantly impact performance ratings, factors such as the percentage of women in executive roles, boardroom gender diversity, and tenure of women in leadership positions play a critical role. This suggests that mere representation is insufficient in driving performance outcomes without structural inclusivity