Many are familiar with the concept of the glass ceiling, which represents the unseen barriers preventing women from ascending to leadership positions. Additionally, researchers have highlighted phenomena such as the glass cliff—where women are appointed to leadership roles during crises—and the glass escalator, where men in predominately female roles are swiftly promoted to management.

However, the notion of career advancement is evolving. More individuals are opting for lateral career movements—engaging in multiple gigs, acquiring new skills, or negotiating tailored job roles within their organizations. This shift is indicative of what we term lateral work.

With the flattening of corporate hierarchies and a growing preference for project-based work, lateral transitions have emerged as the new career progression. In 2022, approximately 2.4 million Canadians—nearly nine percent of the working-age population—were involved in some form of gig work, according to Statistics Canada.

This trend is particularly pronounced among freelancers, who must perpetually seek fresh clients and sources of income to advance in their careers. However, women face unique challenges in this environment, encountering a different type of invisible barrier known as the “glass wall.”

The Lateral Career Catch-22

Freelancers often confront a well-documented paradox: the necessity of experience to secure a job versus the need for a job to acquire that experience. The conventional wisdom suggests starting as a specialist, building a reputation, and then gradually diversifying into new areas—a strategy that is intended to demonstrate both ambition and adaptability.

Our research examined whether this approach yields the same benefits for men and women by tracking the careers of over 8,000 K-pop songwriters. The findings were striking. When men ventured into new roles, they were perceived as strategic and ambitious, enhancing their career prospects. In contrast, women who made similar lateral moves were seen as lacking control over their careers, limiting their opportunities.

Understanding the Glass Wall

The phenomenon of the glass wall is rooted in societal gender stereotypes surrounding agency—the perception that individuals act intentionally and on their own terms. For men, lateral moves suggest calculated career choices, while for women, such moves may imply impulsiveness or a lack of success in their previous roles. This disparity in perceived intent diminishes how capable and committed women are regarded.

Impact Beyond Freelancing

While our studies spotlight the glass wall in freelance work, its implications likely extend into traditional corporate environments. Contemporary workplaces expect employees to navigate their own career paths, negotiate personalized job arrangements, and showcase their versatility through lateral shifts.

In these scenarios, where autonomy is granted and evaluations are ambiguous, gender biases can significantly influence perceptions. The gap in evaluation can adversely affect women’s career advancements, thus reinforcing that the glass wall is a pervasive challenge.

Consequences of the Glass Wall

The significance of the glass wall is amplified in today’s workforce. The McKinsey Women in the Workplace report indicates that up to 19 percent of companies have retracted flexible work options, while 17 percent have reduced diversity and inclusion efforts. Additionally, Statistics Canada reports that women earned 88 cents for every dollar earned by men in 2025, with an even more pronounced divergence for racialized and Indigenous women.

Addressing the Issue

Tackling the glass wall requires concerted efforts on several fronts. While many organizations assess promotion rates between genders, few evaluate the outcomes of lateral movements. Establishing a system to analyze these could serve as a crucial first step.

For hiring managers and clients, overlooking the skills of women with diverse competencies presents a significant opportunity cost. Women should also leverage strategies to shift perceptions; for instance, utilizing a business name instead of their personal name can help redirect attention toward their portfolios, mitigating gender biases.

Lastly, policymakers can contribute by instituting recognized certification programs for skill development, allowing freelancers, especially women, to credibly showcase their qualifications. When credentials carry weight, it diminishes the reliance on subjective evaluations that may be influenced by stereotypes.

The rise of freelancing was expected to liberate individuals from the entrenched biases of corporate structures. However, evidence suggests that such biases persist, merely adapting to less formal environments. As career paths become more flexible and self-directed, it’s crucial to focus not only on who advances but also on who gains recognition for materializing their skills laterally. While the glass wall may be invisible, its impact on careers is palpable and significant.