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Creating an equitable environment and supporting diverse populations in navigating them are key to sustaining workplace diversity. Organizations can work toward this goal by taking five steps: committing to sponsorship, addressing systemic factors to eliminate glass ceilings, diagnosing “glass cliff” situations, approaching mentoring conversations differently, and measuring and tracking progress.

The glass cliff phenomenon occurs when White women and men and women of color are sought out for leadership positions during a crisis a time of increased risk for failure. The author explains why occupational minorities are more frequently offered glass cliff assignments and offers advice to help people decide whether to take on one of these challenging but also potentially career-boosting and exciting assignments.