By The Gambit Queen
As more Mauritian women rise in the world of business, banking, law, education, and public service, the Hindu woman do so by carrying not only professional ambition but also deep values such as dharma, grace, resilience, and self-respect.
In many professional spaces, women still face what is known as the glass ceiling—an invisible yet powerful barrier that prevents them from rising to senior leadership or decision-making roles, despite their skills, performance, and potential. Breaking the glass ceiling requires more than personal ambition; it demands systemic change, mentorship, and environments where women are valued for their vision and capability—not sidelined by assumptions and outdated stereotypes.
As women continue to rise, they challenge not just the ceiling above them, but the limitations society has long accepted as normal. Some of the key factors fuelling this invisible barrier are unconscious bias, emotional manipulation, and harassment. While climbing the corporate ladder, women may encounter subtle or direct forms of exploitation, harassment, or emotional manipulation—often at the hands of men in powerful roles, in fields that have predominantly been led by men for decades.
These issues, while not always explicit, create an environment where women are subtly disadvantaged and discouraged. This can include use of emotional tactics, such as guilt-tripping, gaslighting, or creating an environment of intimidation, to subtly control and discourage women from pursuing leadership roles. It can also manifest as subtle forms of disrespect or dismissiveness, also known as ‘microagressions’, that slowly undermine a woman’s confidence and authority to navigate the daily life at the workplace.
A major fuel to the glass ceiling is harassment. Harassment is not just a professional issue—it is a violation of dharma and of a woman’s inherent right to dignity. While often associated with direct sexual harassment, there are other more subtle forms of harassment, such as creating a hostile work environment, making unwanted comments about a woman’s appearance or abilities, or undermining her contributions. These behaviors, whether intentional or not, create a discouraging atmosphere that can make it difficult for women to advance.
This article offers some practical wisdom for women who are determined to lead without compromise, and to honour their self-worth even when navigating systems that don’t always respect it.
1. Recognize the Many Faces of Harassment
Workplace harassment can come in many forms—not all of them are loud or obvious. Women may face:
- Verbal Harassment: Inappropriate jokes, suggestive comments, repeated questions about personal life or appearance
- Non-Verbal Harassment: Staring, gestures, or body language meant to intimidate or sexualize
- Unwanted Physical Contact: Touching without consent under the guise of friendliness
- Emotional Manipulation: Making women feel guilty or indebted for favours, promotions, or inclusion
- Retaliation: Subtle punishment or isolation after rejecting advances or setting boundaries
- Digital Harassment: Inappropriate messages, after-hours texts, or sharing of suggestive content online
In many cases, these behaviours are cloaked in politeness or made to feel “normal.” But if it causes discomfort or pressure, it is not acceptable.
2. Set Boundaries with Calm and Clarity
There is no disrespect in saying “no.” You can protect your space by saying:
“Let’s keep this discussion focused on work.”
“I’m more comfortable having this meeting during office hours.”
“I prefer to work in open or group settings.”
Boundaries are not arrogance—they are self-discipline. Some men may make you feel like you are an arrogant woman or gossip behind your back as a result of the deeply ingrained mindset that they may have about the role and attitude of a woman in society, but keep in mind that the problem is not you and your boundaries are essential for mutual respect at the workplace.
3. Document for Your Understanding and Own Protection
As far as possible, keep a record of inappropriate behaviour:
• Save emails or messages
• Write a dated note about conversations
• Tell a trusted colleague if something concerns you
While documenting these behaviours helps you identify its effects on your work, well-being, and career progress, you can also grasp a better understanding of how they are affecting you and your work performance. You can gain clarity on how to respond to the problem and, in situations where you believe or you fear these behaviours may lead to retaliation or other negative consequences, documentation can help protect you if you choose to report the incidents.
4. Build Quiet Alliances
For the most part, the glass ceiling hides in plain sight and is difficult to prove on a day-to-day basis due to its subtlety. It is however undeniable that the glass ceiling effect, however, is keenly and blatantly felt, by women who have the grit and potential to match their male counterparts but must swim against many more invisible waves to prove their worth and right in the ocean of equal opportunities. In fact, there are studies that revealed that the glass ceiling has a direct impact on the stress levels of female employees.
While it may not be easy to navigate between proving your abilities, setting boundaries, finding a mentor and building a strong network, you need to do your best to find allies—other women, trusted mentors, or ethical male colleagues. A silent support system can give you advice, encouragement, and strength if a situation escalates.
5. Know Your Rights & Resources
Mauritian laws protect against sexual harassment and unfair retaliation. If needed, reach out to:
- Human Resources
- The Equal Opportunities Commission
- Women’s advocacy NGOs or legal counsel
There is no shame in defending your dignity. Speaking up is not rebellion—it is righteousness.
It is important for organisations to identify and address workplace toxicity. Taking actions to create a positive and supportive work environment that values diversity, respect and collaboration, will only help the organisational structure and productivity of employees in the long run.
6. Confronting Workplace Bias and Intrusive Gender Expectations
In competitive workplaces, some colleagues—often men, but sometimes women—may make unsolicited remarks or assumptions about a woman’s personal life, such as:
“When are you planning to settle down?”
“Don’t you want kids soon?”
“She’ll probably go on maternity leave soon—maybe we should reconsider her promotion.”
These comments may seem casual but many times, they reflect gender bias and undermine a woman’s credibility and career prospects. Such remarks are not only intrusive but are forms of gender discrimination. Under Mauritian law, discrimination based on marital status, pregnancy, or family responsibilities is prohibited.
You may respond with calm assertion if needed:
“Let’s stay focused on work.”
“My life choices are not relevant here.”
“I trust we’re evaluating performance, not personal timelines.”
Conversations should always be respectful and dignified, and repeated comments of this nature may contribute to a hostile work environment.
A woman’s career should be evaluated based on her skills and leadership, not personal choices.
If a woman feels the need to discuss pregnancy or maternity leave, she should approach the conversation with her supervisor or HR in a formal meeting. This should be done with clarity and professionalism, focusing on the necessary logistics and ensuring the employer understands her rights and intentions. Maternity leave is a normal milestone in a woman’s life, and employers should be equipped to handle this situation while ensuring the job status of the new mother.
Before having this conversation, a woman can also seek guidance from a trusted mentor or colleague who has gone through the maternity leave process. They can provide advice on how to approach the conversation calmly, with confidence, and prepare for possible challenges or inquiries.
7. Rise Without Fear
Always act with honesty and integrity to maintain a strong professional image. You do not have to trade your values to succeed. You do not need to stay silent to be accepted.
The realities of the workplace can have a direct effect on people’s health and well-being. Unfair incidents at the workplace can leave you with a bundle of mixed feelings, including anger, sense of isolation, resentment and self doubt. These feelings can spill over other areas of your life. Setting boundaries or seeking professional help when required is not a failure, it is a necessity.
The earlier you address your concerns through the right channel, the more control you will have in managing the situation in a calm and efficient manner. Your ambition is sacred, and your mental and emotional safety are not optional—they are essential.
To end this article, let us remember the words of the Rigveda (1.124.3), which portray the woman, grounded in values, and unwavering in purpose:
“She follows perfectly the path of truth and virtues alone. She knows her goal and never breaches her discipline.”
As the role of the woman is evolving in the economy, the society and the household, may every woman carry this energy into boardrooms and offices—with pride, clarity, and protection. Let us build a society where dignity is never negotiable, and righteousness is never compromised, where men and women mutually respect and value each other’s contributions.
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