In recognition of Women's History Month and International Women's Day, PayrollOrg presents this piece originally shared in the Global Payroll eMagazine.
The world of payroll has long been perceived as a domain primarily driven by women tasked with the day-to-day operations while men occupy the management roles. However, the narrative is changing, and more women are claiming their place in leadership positions within payroll departments. Despite these strides, women still face significant challenges in overcoming the "glass ceiling" that limits their advancement.The Glass Ceiling in Global Payroll
The glass ceiling, a figurative barrier that has long prevented women from advancing in their careers despite their qualifications, still has a significant impact on women in the global payroll profession. Global payroll, which involves managing the compensation, benefits, and taxation of employees across multiple countries, is a complex field requiring expertise in various international regulations, financial systems, and cultural contexts. However, women in this industry often face challenges that hinder their career growth, intensified by the gender inequality inherent in the broader corporate environment.
Historically, payroll was a field that was often seen as a back-office function with minimal visibility or prestige, mostly performed by clerks or lower-level employees. As global payroll functions became more sophisticated with robust technology, complex taxation, compliance mandates, and intense focus on the global market, the demand for highly skilled professionals grew. This transformation led to men dominating the top executive positions supporting the payroll functions, while women often filled the entry-level and mid-level positions.
This trend can be traced back to when the rise of clerical work was considered a natural fit for women. Payroll became one of those areas where women were able to establish themselves due to its technical nature and its requirement for precision and attention to detail. Over time, as the global payroll industry evolved into a strategic function linked to business decision-making, women found it more difficult to break into leadership roles and be seen as a key partner.
In the payroll profession, the glass ceiling can be seen in the underrepresentation of women in senior management and executive positions. Despite their increasing presence in global payroll roles, many women continue to struggle with advancing to positions like Global Payroll Director, Chief Payroll Officer, or Chief Financial Officer. While women hold a large proportion of payroll positions, the number of women who rise to top-level payroll management roles remains disproportionately low.
Obstacles to the Glass Ceiling
Several key challenges contribute to the glass ceiling that women face in payroll. These include gender bias, unequal access to professional networks, lack of mentorship, and work-life balance struggles.
Gender bias continues to be a significant issue in many industries, and payroll is no exception. Men are often perceived as more suited for leadership positions due to long-standing stereotypes about assertiveness, decision making, and authority, while women are sometimes seen as better suited for administrative or support roles, which can hinder their upward mobility.
This bias is also reflected in the language and culture of many organizations, where male leadership styles are often celebrated, while women’s leadership traits—such as empathy, collaboration, and communication—are undervalued. When these stereotypes are yet lingering, women are often overlooked for promotions and career opportunities.
Career progression is not just about performance; it's about networking and building relationships with key decision makers. Women often struggle to gain access to these informal networks, which are essential for advancing their careers. Men's networks often provide them with opportunities for mentorship, career guidance, and visibility, whereas women might not have the same level of access or influence.
Additionally, women may be less likely to participate in after-work events or social activities, which are often a key component of professional networking. This can put them at a disadvantage when opportunities for career advancement arise, as those who are more connected are more likely to be considered for leadership roles.
Mentorship is another critical element in advancing one's career, especially in industries like payroll where technical expertise and global leadership skills are necessary. While mentorship programs are becoming more common, there remains a shortage of female mentors in payroll leadership roles. This lack of mentorship makes it more difficult for women to gain insights into the decision-making processes of senior managers and executives, and to receive the guidance and support needed to navigate career encounters.
A strong mentorship relationship can help women build confidence, expand their professional networks, and prepare for promotions. Without this support, women may struggle to break through the glass ceiling.
The struggle for work-life balance is a key component that adversely affects women. Many women in payroll are tasked with balancing the demands of their jobs with caregiving responsibilities, which may include taking care of children, elderly parents, or household management. In addition, the need to give back to the community through volunteerism creates a balancing issue. These challenges can hinder career advancement, as women may be reluctant to take on additional responsibilities that might impact their ability to maintain a work-life balance.
The "always-on" culture that often accompanies global leadership roles in payroll can also intensify this issue. Women who are expected to be constantly available or who are penalized for taking time off may feel forced to choose between career progression and family commitments.
Shattering the Glass Ceiling
Although the glass ceiling remains a significant challenge for women in payroll, there are several methods that can help break down these barriers and promote gender equality in the workplace.
One of the most effective ways to address the glass ceiling is for organizations to implement gender-equitable hiring and promotion practices. Organizations can take proactive steps to ensure that women are given equal consideration for leadership roles. This includes providing equal pay for equal work and offering opportunities for career advancement.
Another crucial step in breaking through the glass ceiling is providing women with access to professional development and mentorship programs. These programs should focus on helping women build the skills and confidence necessary to take on leadership roles.
Companies can establish formal mentorship programs that pair women with senior leaders in the field, providing them with guidance and support throughout their careers. Additionally, companies should encourage female employees to participate in networking events, workshops, and conferences to help expand their professional networks and gain exposure to new career opportunities.
Organizations must also take a more flexible approach to work-life balance to support women’s career advancement. This can include offering remote work options, flexible hours, and family-friendly policies that allow women to balance their professional and personal responsibilities without sacrificing career progression. With this approach, women can feel empowered to pursue leadership roles without fear of neglecting their family obligations.
Finally, one of the most powerful ways to break the glass ceiling is by promoting women into visible global leadership positions. When women are in the spotlight, they become role models for the next generation of payroll professionals, inspiring other women to aim for top-level positions.
In addition, increasing the representation of women in decision-making processes and global leadership teams can help change the organizational culture to become more inclusive. When women’s voices are heard and valued, it helps create a balanced workplace environment for all employees.
Beyond the Glass Ceiling
The journey of women in payroll is a testament to resilience, determination, and dedication. While the glass ceiling still exists, there has been significant progress, and women are increasingly making their mark in the payroll field.
Ultimately, the future of women in global payroll is promising, and with continued effort and commitment to breaking the glass ceiling, more women will be able to rise to leadership positions, paving the way for the next generation of female payroll professionals.
Carolyn Hayden-Garner, PLP, is the Payroll Director at Tesla, overseeing payroll operations across the Americas, more than 40 countries in Europe, and India. She is a distinguished leader and payroll expert with more than 30 years of experience managing global payroll operations for some of the world’s most renowned organizations, including CBRE, Northrop Grumman, and Tesla. Her career began in a leadership role at the Dallas Independent School District, where she served as Executive Director of Payroll. She founded the nonprofit organization Mothers Shut In, which empowers women from diverse backgrounds and helps them leave a lasting legacy for their families.
