Gender roles are those of "femininity" and "masculinity" that are culturally ascribed to the sexes. The dominant culture expects the individual to fulfill certain roles in relation to his/her gender. Although these expectations differ from culture to culture, they cause gender inequalities to be experienced and reconstruct inequalities in this way as a reflection of the male-dominated social structure. Gender inequalities are reflected in the functioning of institutional structures in the field of economy, as in every field. Institutional structures are micro-cultural areas where gender inequalities can be observed. The struggle of women to exist in the working life causes her to struggle with gender inequalities both in the public sphere and in the private sphere. The concept of glass ceiling is used to explain that women struggle with the obstacles stemming from themselves and the social structure in corporate leadership and that they are prevented from rising after a point. The concept of glass cliff, on the other hand, indicates that women can be promoted in the struggle for leadership, contrary to the concept of glass ceiling, but that these promotions take place during the crisis periods of the institutions they work for. In this state, the metaphor of the "glass cliff" is intended to explain the situation in which the responsibility and the blame for failure in institutions in crisis are imposed on women. In this context, the aim of the study is to investigate the promotion experiences of women working in Turkey in the context of glass ceiling and glass cliff. The study is important in terms of understanding the experiences of women in the workplace (“recruitment”, “ascension”, “leaving the job”) in the context of the glass ceiling and glass cliff concepts. As a result, research findings reveal that although a certain part of working women experience the "glass cliff" phenomenon, basically women are stuck with the "glass ceiling".