Home
Psychological tests
Structural Gender Barriers Assessment in Organizations

Structural Gender Barriers Assessment in Organizations Test

In 4 minutes, understand where structural gender barriers shape careers and status in your organization. Get clear, actionable insights to target equity gaps and guide smarter HR decisions in 18 items.

Start Online Test

Questions: 184 minutes

Hi! My name is Freudly, i am an AI therapist, I will give you an interpretation of the test after you complete it.

08:30

October 2, 2025

October 2, 2025
Material has been updated

October 2, 2025
Material has been published

17989 views

2246 completions

1961 likes

Scale Explorer

How the Scales are Structured

example score

3/5

Glass Box (GB)

Measures the extent to which employees perceive heightened visibility and constant monitoring that constrains autonomy and behavior in the organization.

Low

Moderate

High

1 – 1.1: Low | 1.2 – 3.2: Moderate | 3.3 – 5: High

A score of 3 indicates a moderate level of perceived visibility and monitoring, suggesting occasional pressure to self-censor or manage impressions at work.

example score

3/5

Glass Cliff (GC)

Measures how strongly the organization tends to place women into leadership roles during crises when the positions are less stable and higher risk.

Low presence

Moderate presence

High presence

1 – 1.1: Low presence | 1.2 – 3.1: Moderate presence | 3.2 – 5: High presence

A score of 3 indicates a moderate presence of the glass cliff pattern, suggesting it occurs sometimes but is not strongly pronounced.

example score

3/5

Glass Escalator (GE)

Measures perceived advantages for men in faster career advancement within traditionally female-dominated roles in the organization.

Low

Moderate

High

1 – 1.2: Low | 1.3 – 3.3: Moderate | 3.4 – 5: High

A score of 3 falls in the Moderate range, suggesting a noticeable but not strong perception that men receive advancement advantages in female-dominated areas.

example score

3/5

Glass Walls (GW)

Measures the extent of horizontal barriers that limit movement across roles or professional fields within the organization, indicating professional segregation by gender.

Low

Moderate

High

1 – 1.2: Low | 1.3 – 3.5: Moderate | 3.6 – 5: High

A score of 3 indicates a moderate level of glass walls, suggesting some limitations in cross-functional mobility that may contribute to gender-based role segregation.

example score

4/5

Sticky Floor (SF)

Measures the extent to which women are concentrated in low-paid, low-prestige roles with limited early-career promotion opportunities in the organization.

Low

Moderate

High

1 – 1.4: Low | 1.5 – 3.8: Moderate | 3.9 – 5: High

A score of 4 falls in the High range, suggesting pronounced early-career barriers that may keep women in lower-level roles with limited advancement pathways.

example score

2/5

Glass Ceiling (GC)

Assesses the extent to which invisible barriers limit advancement into top managerial roles within the organization.

Low barriers

Moderate barriers

High barriers

1 – 1.1: Low barriers | 1.2 – 3.4: Moderate barriers | 3.5 – 5: High barriers

A score of 2 indicates moderate signs of glass-ceiling barriers, suggesting some constraints on progression to senior leadership roles.

example score

3/5

Gender Barriers Level (GBL)

This scale measures how strongly structural, gender-related obstacles and segregation are embedded in the organization and affect opportunities for advancement.

Low barriers

High barriers

1 – 2.9: Low barriers | 3 – 5: High barriers

A score of 3 indicates high gender barriers, suggesting notable structural obstacles that can limit career mobility and access to status positions for some groups.

Start Online Test

just completed the test

DATA-BASED USER COHORTS

Who Usually Takes This Test?

HR and DEI leaders

41%OF USERS

They use it to pinpoint which structural barriers are blocking advancement and to prioritize policy and process changes.

Employees seeking fairness

34%OF USERS

They take it to understand whether invisible barriers are shaping their career path and to put words to what they experience at work.

Consultants and auditors

25%OF USERS

They use it as a quick diagnostic to identify likely bottlenecks before deeper interviews, surveys, or organizational reviews.

BASED ON AGGREGATED, ANONYMIZED DATA FROM TENS OF THOUSANDS OF FREUDLY USERS.

RESULTS YOU CAN ACTUALLY USE

What You’ll See After You Finish the Test

Scale Results
— Explained Clearly

Your scores across each test scale, translated into plain, usable insights. Not just numbers, but what they actually mean for your daily life, emotional state, and overall well-being.

AI-Powered
Interpretation

A structured, clinically grounded explanation. Our AI analyzes patterns and relationships between scales to provide a coherent interpretation — without alarmist language.

Statistical
Comparison

See how you compare to others. Your scores are placed in a statistical context, showing percentiles and trends based on anonymized platform data to help you understand what`s typical.

Practical
Recommendations

Actionable guidance tailored to your profile. Receive clear, realistic suggestions you can apply immediately — focused on coping, self-regulation, and realistic next steps.

AI-Detected
Insights

Key patterns you might not notice on your own. Surfacing subtle connections in your responses that help you better understand what may be driving your current results.

Discuss with
an AI Psychologist

Clarify, reflect, and explore right away. Talk through your outcomes, ask questions, and explore meanings in a calm, non-diagnostic dialogue environment.

Start Online Test

Used in 52+ countries

Benchmarking

See How You Compare

Once you finish the test, your results will be compared with real-world data from people in your country.
Below is a preview of the benchmarks we use to place your score in context.

Glass box (Gb)

Average

3.5

Normal range

2.9 — 4

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Glass Rock (GR)

Average

3.8

Normal range

3.2 — 4.3

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Glass Escalator (GE)

Average

2.9

Normal range

2.3 — 3.5

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Glass Walls (GW)

Average

3.5

Normal range

2.9 — 4.1

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Sticky floor (Sf)

Average

3.5

Normal range

2.8 — 4.2

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Glass Ceiling (GC)

Average

3.1

Normal range

2.4 — 3.8

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Level of gender barriers (Logb)

Average

3.1

Normal range

2.6 — 3.6

min.

max.

majority

This curve shows how scores are typically distributed.
Once you complete the test, your result will appear here so you can see where you land.

Start Online Test

Featured On

Rated 4.8/5 by Our Customers

“Freudly really helped me discover parts of my personality I hadn’t noticed before. It strengthened the areas where I needed to grow and made me feel more grounded and confident in the parts that already worked well.”

— Emma C., US

“I wanted to understand how serious my ADHD is, and now I finally do. I also realized I need to work on my self-esteem. It has been low for a long time, and that makes daily life harder than it should be.”

— Mateo R., CA

“Reading each question felt like someone really understood me. Even though I’ve already dealt with much of this, reflecting still helped me learn something new about myself.”

— Caroline F., US

“The process is simple. The test covers everything you need, and you’ll get a clear breakdown of your results. For just a few dollars, it’s a great value.”

— Klara N., CZ

“I kept thinking there might be a small chance, but now I know for sure. The questions were easy to understand, and the whole process was straightforward.”

— Bruno M., BR

“I really enjoyed this experience. I learned a lot, and it helped me make sense of my thoughts and the feeling I’ve had for a long time that I may have grown up with undiagnosed ADHD.”

— Alice B., FR

“Great platform — the insights were genuinely meaningful!”

— Daniel W., DE

“Everything was easy to follow. The tools you get at the end are genuinely helpful for self-growth, and the price is very reasonable. I really appreciate that.”

— Sofia M., ES

“Surprisingly accurate — honestly didn’t expect it to nail things so well.”

— Adir B., IL

“There are lots of different tests to pick from, and the price is surprisingly low for how much insight you get.”

— Olivia W., CA

“I was pleasantly surprised when I read the results. It was as if someone had sorted out my messy thoughts and given me useful tips to help me speak with more confidence.”

— Grace O., IE

“It was really solid, very detailed, and it actually helped me make sense of a lot of things.”

— Carla T., TT

“I was really impressed with the report. It was clear, thoughtful, and it reflected things I’ve been noticing about myself.”

— Jade H., US

“The questions made me think deeply and helped me become more self-aware.”

— Brooke S., US

“Reading through most of the questions made me feel understood. Although I’ve already worked through some of these issues, the questions still gave me useful insights and helped me learn more about myself.”

— Ryan M., US

“I usually take one or two tests each month, and this has become a good way for me to see how I’m doing.”

— Lucas W., US

“Most of the time, my results are in the 90 to 98th percentile compared to others. It really makes me feel like there’s something unique about me.”

— Ethan C., US

“I tried out some of the AI’s suggestions, and to be honest, they worked much better than I thought they would. Maybe this thing really is smarter than me.”

— Reece D., AU

Trusted by 22k+ Users Worldwide

CLEAR ANSWERS TO COMMON QUESTIONS

Frequently Asked Questions

Any questions left?

What does this questionnaire measure?

It screens for common structural gender barriers that shape career movement and status roles in an organization. It focuses on patterns described by “glass” metaphors such as ceiling, walls, escalator, cliff, box, and sticky floor.

How long does it take and how many items are included?

Completion time is approximately 4 minutes. The questionnaire includes 18 items.

What time period should be considered when answering?

Responses should reflect typical conditions in the current organization rather than a single recent event. Use the last 6–12 months as a reference when possible.

How should items be answered if information is limited?

Select the option that best matches observed practices and outcomes in the work setting. If no basis for judgment exists, choose the most neutral option rather than guessing.

How should the results be interpreted?

Results indicate which types of barriers appear more pronounced and where bottlenecks may exist. They are screening indicators and should be interpreted alongside other organizational data.

WHAT THE TEST MEASURES

About This Assessment

Methodology for Assessing Structural Gender Barriers in an Organization Test

Structural Gender Barriers Assessment in Organizations Test

gender arrange

This brief self-report measure is designed to identify perceived structural and policy-related factors that may contribute to gender-based barriers within workplace settings. The Structural Gender Barriers Assessment in Organizations can be used to support an initial appraisal of where employees perceive constraints on advancement, role access, and organizational mobility.

The instrument includes 18 items and typically takes about 4 minutes to complete. Items ask respondents to rate the extent to which different forms of structural barriers are experienced or observed in their organization, with the goal of highlighting potential areas for further review, consultation, or targeted organizational assessment.

The Structural Gender Barriers Assessment in Organizations is attributed to Alice H. Eagly and Linda L. Carli. Results should be interpreted in context and used as part of a broader evaluation that may include additional data sources (e.g., policy review, workforce metrics, and qualitative feedback).

Author: Alice H. Eagly, Linda L. Carli

Literature: Eagly, A. H., & Carli, L. L. Through the labyrinth: The truth about how women become leaders. Harvard Business School Press. 2007.

Test Question Form