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The term glass ceiling is applied to the well-established phenomenon in whichwomen and people of color are consistently blocked from reaching the upper-mostlevels of the corporate hierarchy. Focusing on gender, we present anagent-based model that explores how empirically established mechanisms ofinterpersonal discrimination coevolve with social norms at both theorganizational (meso) and societal (macro) levels to produce this glass ceilingeffect for women. Our model extends our understanding of how the glass ceilingarises, and why it can be resistant to change. We do so by synthesizingexisting psychological and structural theories of discrimination into amathematical model that quantifies explicitly how complex organizationalsystems can produce and maintain inequality. We discuss implications of ourfindings for both intervention and future empirical analyses, and provideopen-source code for those wishing to adapt or extend our work.

Insidious Nonetheless: How Small Effects and Hierarchical Norms Create and Maintain Gender Disparities in Organizations