SHRM Certified Professional Practice Exam 2026 – All-In-One Resource to Master Your Certification!

The Glass Ceiling Act of 1991 identifies several barriers that prevent women and minorities from advancing into upper management and decision-making positions within organizations. Among these barriers, governmental, internal, and external factors are explicitly acknowledged as significant challenges that contribute to this phenomenon.

Governmental barriers refer to policies and regulations that may inadvertently limit opportunities for certain groups in the workplace. Internal barriers involve organizational structures and cultures that favor existing leadership, creating an environment where promotions and advancements are not equally accessible. External barriers often relate to societal norms and economic factors that affect hiring and promotion practices.

Social barriers, while impactful on the overall discussion of workplace equality, are not specifically denoted in the Glass Ceiling Act as systematic barriers to advancement. Instead, the Act primarily focuses on the more structured barriers that organizations and governance systems can address directly, which is why this choice stands out as not being part of the identified barriers in the context of the legislation.