Glass ceiling syndrome is typically described as a female-specific career barrier which arises from the fact that female employees cannot get the expected promotion in their organization due to various factors. In parallel to the ever-growing feminization level of healthcare sector, it is observed that women have increasingly gone out to work in recent years, but that it is a low-level participation and that they do not take part in the senior staff adequately. In this study, the relationship and differences between the glass ceiling syndrome and the socio-demographic features of female healthcare professionals working in public hospitals was analyzed. The study's population constitutes healthcare professionals working in public hospitals in Istanbul. Sample of the study constitutes 313 female healthcare professionals working in four public hospitals who were chosen from this population. Based on the study findings, it was confirmed that sub-dimensional of glass ceiling syndrome called 'Personal Preference and Perception of Women', which is one of the sub-dimensions of glass ceiling syndrome, had the highest mean score (3,80). Significant relationships were observed between the age group variable of women and the 'Multiple Role-Taking' & 'Organizational Culture and Policies' & 'Stereotypical Judgments' variables; between the duration of professional experience variable and the 'Organizational Culture and Policies', 'Multiple Role-Taking' & 'Stereotypical Judgments' & 'Non-Participation in Informal CommunicationNetworks' variables. Statistically significant differences have been found between educational background variable and 'Multiple Role-Taking' and 'Stereotypical Judgments'; profession variable and 'Organizational Culture and Policies', 'Non-Participation in Informal Communication Networks', 'Stereotypical Judgments', profession discrimination. On the other hand, there is no significant differences between marital status variable and glass ceiling syndrome and it's sub-dimension