Fear of Applying for Higher Roles: Girl, You’re More Ready Than You Think

Stop Waiting for "100%"  ; Your 60% Is Enough. Here’s Your Push.

It’s not a lack of ability that holds women back ; it’s real invisible obstacles that make stepping up feel scary, even when everyone says ‘just be confident.

Let’s be clear:
The fear is not imaginary. The blocks are real.
But so is your potential to rise despite them.

The Glass Ceiling Is Real And It Starts Early - Research across industries shows that women face a “glass ceiling” -invisible yet powerful barriers that slow or stop career progression.

These barriers include:

• Biased promotion decisions
• Male dominated leadership norms
• Fewer mentorship and sponsorship opportunities
• Assumptions about women’s commitment due to family roles

What’s even more critical is the “broken rung” problem: Women are less likely to be promoted at the first step into management, which then blocks them from senior roles later. So when women hesitate to apply, it’s not weakness- it’s experience.

Why Is the “Apply” Button Still Important?

Because here’s the uncomfortable truth:

• Systems don’t change unless women keep entering them.
• Silence reinforces bias. Visibility challenges it.

Studies show men apply for roles when they meet about 60% of the criteria, while women often wait until they meet nearly all.  In a system that already filters women out, waiting for 100% doesn’t protect you; it removes you from the race entirely.

Why Your 60% Matters More Than You Think

Job descriptions rarely capture real potential; they list “perfect” candidates who don’t exist. That missing 40%? You can learn it, grow into it, and own it. What you already bring confidence, resilience, adaptability, and your unique leadership style is priceless. If you meet 60%, girl, you’re more than ready to step up and shine.

What’s Holding You Back And How to Break Free

• Fear of being judged → Take the step anyway. Progress matters more than perfection.
• Lack of role models → Be visible. You might inspire the next woman who follows.
• Pressure to play it safe → Ambition is self-respect. Claim your space.
• Perfectionism → Courage beats flawless. Lead, even if it’s messy at first
• Feeling stuck or unsure → Connect with women ahead of you and learn from their journey.

Applying Is Not Ignoring the Glass Ceiling ; It’s Pressing Against It

Applying at 60% doesn’t mean pretending barriers don’t exist. It means refusing to let them decide your limits for you.

Each application is:

• A signal of readiness
• A challenge to biased systems
• A step that makes the path wider for other women

You are not just applying for a role. You are claiming space.

To Every Woman Reading This

You don’t need to defeat the system alone.
You don’t need to be fearless.
You don’t need to be perfect.

But you do need to stop shrinking because the system is uncomfortable.

1. Apply anyway.
2. Speak anyway.
3. Grow in public.

Your 60% is enough, not because the world is fair, but because you are capable of becoming more once you step forward 💗

Sources -

• Mohr, T. S. (2014). Why Women Don’t Apply for Jobs Unless They’re 100% Qualified. Harvard Business Review.Explains how women often self‑select out of job opportunities unless they meet all listed qualifications, while men apply with lower thresholds.https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified
• Built In. What Is the Glass Ceiling? Defines the glass ceiling as invisible barriers that prevent women from reaching senior leadership roles and discusses its impact on career advancement. https://builtin.com/diversity-inclusion/glass-ceiling
• Baskin, K. (2024). Why Clear Job Descriptions Matter for Bridging the Gender Gap. World Economic Forum.
  
• Nonis, H. K. A. U., & Fernando, R. L. S. (2025). Factors Affecting Glass Ceiling in the Sri Lanka Administrative Service. International Journal of Governance and Public Policy Analysis.
  
• Kabde, A. H., & Misal, A. (2025). Analyzing the Influence of Glass Ceiling Barriers on Job Performance of Female Employees in the Service Sector. International Journal of Social Science and Human Research.
  
• Women Glass Ceiling: Barriers and strategies. International Journal of Psychosocial Rehabilitation.
• Reviews multiple causes of the glass ceiling in the corporate sector and strategies to overcome them.