Editing Glass cliff (section)

== Overview ==
Ryan and Haslam's research showed that once women break through the [[glass ceiling]] and take on positions of leadership, they often have experiences that are different from those of their male counterparts. More specifically, women are more likely to occupy positions that are precarious and thus have a higher risk of failure—either because they are appointed to lead organizations (or organizational units) that are in crisis or because they are not given the resources and support needed for success.<ref name="exeter">{{cite web|url=http://psy.ex.ac.uk/seorg/glasscliff/|title=The Glass Cliff|archive-url=https://web.archive.org/web/20110727233341/http://psy.ex.ac.uk/seorg/glasscliff/|archive-date=2011-07-27|access-date=2015-08-04|publisher=University of Exeter}}</ref><ref>{{Cite news |url=http://news.bbc.co.uk/2/hi/uk_news/magazine/3755031.stm |first=Michelle |last=Ryan |first2=Alex |last2=Haslam |title=Introducing... the glass cliff |work=BBC News |date=28 May 2004 |access-date=2006-08-22 |archive-date=2007-08-27 |archive-url=https://web.archive.org/web/20070827204531/http://news.bbc.co.uk/1/hi/magazine/3755031.stm |url-status=live }}</ref>

Extending the metaphor of the glass ceiling, Ryan and Haslam evoked the notion of the "glass cliff" to refer to a danger which involves exposure to risk of falling but which is not readily apparent.<ref name="exeter" /> [[Chief executive officer|CEO]] tenure is typically shorter at companies which are struggling, compared to those which are stable.<ref name="McCullough-2014">{{Cite news|url=https://www.theguardian.com/sustainable-business/2014/aug/05/fortune-500-companies-crisis-woman-ceo-yahoo-xerox-jc-penny-economy|title=Women CEOs: Why companies in crisis hire minorities - and then fire them|last=McCullough|first=DG|date=8 August 2014|work=The Guardian|access-date=18 October 2014|archive-date=9 October 2014|archive-url=https://web.archive.org/web/20141009050513/http://www.theguardian.com/sustainable-business/2014/aug/05/fortune-500-companies-crisis-woman-ceo-yahoo-xerox-jc-penny-economy|url-status=live}}</ref>

Evidence of the glass cliff phenomenon has been documented in the field of law. A 2006 study found law students were much likelier to assign a high-risk case to a female lead counsel rather than a male one.<ref>{{Cite journal|url=http://scholarship.law.wm.edu/wmjowl/vol13/iss3/5/|title=Legal work and the Glass Cliff: Evidence that Women Are Preferentially Selected to Lead Problematic Cases|last1=Ashby|first1=Julie S. |last2=Haslam |first2=S. Alexander |last3=Ryan |first3=Michelle K.|date=Fall 2006|journal=William and Mary Journal of Women and the Law|volume=13|issue=3|page=775|access-date=18 October 2014|archive-date=8 September 2022|archive-url=https://web.archive.org/web/20220908194927/https://scholarship.law.wm.edu/wmjowl/vol13/iss3/5/|url-status=live}}</ref> A 2010 study found undergraduate students in British political science likelier to select a male politician to run for a safe seat in a by-election, and much likelier to select a female candidate when the seat was described as hard to get.<ref>{{cite journal |title=Politics and the Glass Cliff: Evidence that Women Are Preferentially Selected to Contest Hard-to-Win Seats |last1=Ryan |first1=Michelle K. |last2=Haslam |first2=S. Alexander |last3=Kulich |first3=Clara |date=March 2010 |journal=Psychology of Women Quarterly |doi=10.1111/j.1471-6402.2009.01541.x |volume=34 |pages=56–64|s2cid=143553874 }}</ref> A 2014 analysis of US [[Fortune 500]] leadership found that firms with weak performance were likely to promote women into CEO positions over white men.<ref>{{Cite journal |last1=Cook |first1=Alison |last2=Glass |first2=Christy |date=July 2014 |title=Above the glass ceiling: When are women and racial/ethnic minorities promoted to CEO?: Research Notes and Commentaries |journal=Strategic Management Journal |language=en |volume=35 |issue=7 |pages=1080–1089 |doi=10.1002/smj.2161}}</ref>

Additional studies have found that women are likely to be primed as candidates in hard-to-win districts.<ref name="Ryan-2010">{{Cite journal |last1=Ryan |first1=Michelle K. |last2=Haslam |first2=S. Alexander |last3=Kulich |first3=Clara |date=March 2010 |title=Politics and the Glass Cliff: Evidence that Women are Preferentially Selected to Contest Hard-to-Win Seats |url=http://journals.sagepub.com/doi/10.1111/j.1471-6402.2009.01541.x |journal=Psychology of Women Quarterly |language=en |volume=34 |issue=1 |pages=56–64 |doi=10.1111/j.1471-6402.2009.01541.x |s2cid=143553874 |issn=0361-6843 |access-date=2023-05-03 |archive-date=2023-02-15 |archive-url=https://web.archive.org/web/20230215194135/https://journals.sagepub.com/doi/10.1111/j.1471-6402.2009.01541.x |url-status=live |url-access=subscription }}</ref> Specifically in the United Kingdom, women of the [[Conservative Party (UK)|Conservative Party]] are more likely selected by party elites to run in less winnable seats than conservative men, though they performed worse than men in elections. This occurs both with experienced and inexperienced women candidates, and those with both conventional and nonconventional political backgrounds, indicating a glass cliff phenomenon as opposed to any other explanation.<ref name="Ryan-2010" /> Though the Conservative Party has begun to incorporate equality guarantee strategies, women candidates are still often specifically posed as candidates in hard to win districts.<ref name="Kulich-2014">{{Cite journal |last1=Kulich |first1=Clara |last2=Ryan |first2=Michelle K. |last3=Haslam |first3=S. Alexander |date=March 2014 |title=The Political Glass Cliff: Understanding How Seat Selection Contributes to the Underperformance of Ethnic Minority Candidates |url=http://journals.sagepub.com/doi/10.1177/1065912913495740 |journal=Political Research Quarterly |language=en |volume=67 |issue=1 |pages=84–95 |doi=10.1177/1065912913495740 |issn=1065-9129 |s2cid=154053541 |hdl-access=free |hdl=10871/28460}}</ref>

In contrast, a 2007 study of corporate performance preceding CEO appointments showed that women executives are no more likely to be selected for precarious leadership positions than males.<ref>{{cite journal |last1=Adams |first1=Susan |title=Are Female Executives Over-represented in Precarious Leadership Positions? |journal=British Journal of Management |volume=20 |issue=1 |doi=10.1111/j.1467-8551.2007.00549.x |pages=1–12 |year=2009 |s2cid=55283475}}</ref>