Despite some recent advances, women face more difficulties in accessing management positions. Previous research analyzed several types of barriers contributing to the maintenance of the glass ceiling, including factors such as gender stereotypes, difficulties in work–family balance, human resource policies, difficulties in accessing networks, organizational culture, and higher demands for women to demonstrate their value. The perception of the gender barriers can be different or may have a different value depending on the characteristics of specific organizations, teams, jobs, and employees. In this study, we develop the scale “TOP WOMAN” (Testing the Obstacles to Promotion of WOmen to MANagement) to measure barriers to women's promotion. The TOP WOMAN scale was carried out in a large sample from the financial sector in Spain (n = 1304 workers). The scale, composed of 33 items, identified seven dimensions: differential performance appraisal, gender stereotypes, work–family balance, motivational barriers, unfair human resource practices, organizational culture barriers, and barriers to accessing influential networks. The TOP WOMAN scale offers a practical tool to human resource managers to analyze the situation of gender discrimination and to implement best practices in their own organization.

尽管最近取得了一些进展，但女性在获得管理职位方面面临更多困难。先前的研究分析了有助于维持玻璃天花板的几种类型的障碍，包括性别刻板印象、工作与家庭平衡的困难、人力资源政策、访问网络的困难、组织文化以及对女性展示自己的更高要求等因素。价值。根据特定组织、团队、工作和员工的特征，对性别障碍的看法可能不同，也可能具有不同的价值。在这项研究中，我们开发了“TOP WOMAN”量表（测试提升女性管理层的障碍）来衡量女性晋升的障碍。TOP WOMAN 量表是在西班牙金融部门的大样本中进行的（n = 1304 名工人）。该量表由 33 个项目组成，确定了七个维度：差异绩效评估、性别刻板印象、工作与家庭平衡、动机障碍、不公平的人力资源实践、组织文化障碍和访问有影响力的网络的障碍。TOP WOMAN 量表为人力资源管理人员提供了一个实用的工具来分析性别歧视的情况并在他们自己的组织中实施最佳实践。