Despite noteworthy betterment in the area of diversity within firms, as well as creation of laws for equal opportunities for women and men, it is seen widely across countries that women still remain predominantly in the minority in decision-making positions. This observation exhibits the phenomenon of the glass ceiling which aggravates vertical bigotry within organizations against women. In the research it is investigated whether the ideologies and stereotypes indicating and stipulating social roles for male and female managers, correspondingly to relational and circumstantial issues, also escalate women managers’ idea of being treated as a different entity than their male peers and therefore their perception of a glass ceiling.Glass ceiling is a situation wherein a person with suitable qualification wishing to progress within the hierarchy of his/her organization is gridlocked at a lower level due to a prejudice most repeatedly based on racism or sexism. For the research, women working currently in managerial positions across different countries answer in-depth as to what makes them feel held back, leading to stagnation in their careers as well as balancing their homes along with their profession while their male counterparts provide their own perspective towards the issue. Although these issues have been discussed and researched for more than four decades, the theoretical models have made bleak endeavors to develop an overall understanding of this occurring as well as its insinuation at workplace. By inspecting these arguments, this thesis allows to counter specific recommendations and fill few crevices in the literature regarding the glass ceiling. Via this thesis, therefore, we can have a better understanding of this phenomenon.

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