Workplace diversity has become a common phenomenon in the companies. Organisations are looking at diverse work group as a way to enhance organizational effectiveness. Despite significant promotion of diversity in organization as well as legislations on equal opportunities for women and men, it has been observed that women still remain largely underrepresented in decision making positions. In corporate world, the percentage of women and men 60% and 40% or may be 70% and 30% but when it grow to the higher level like CEO and board of directors it become approximately 85% male and 15% female or may be less than this. In 2019, the Bureau of Labour Statistics reported that women’s wages were 18 percent lower than men’s, on average. This illustrates the metaphor of Glass ceiling – vertical discrimination of women within companies It’s a special form of discrimination that can take the form of : Earning less than man who does the same job ,being treated as incompetent ,missing out on important career opportunities ,feeling isolated , not receiving promotion , getting rejected from a job .Thus ,it includes norms/stereotypes revealed through practices, actions, facts, procedures, or attitudes that are frequently not directly observable . These are subtle, invisible but persistent barriers/obstacles, underpinned by discriminatory, conscious and unconscious practices, and attitudes that hinder access to top/senior management positions for qualified women. This paper is an attempt to better understand the phenomenon of Glass ceiling by considering the various organizational, interpersonal and situational variable attributing towards creating such hindrances for qualified women. More precisely, by considering one of of the most prominent theories of Motivation i.e Herzberg Two factor theory; the paper tries to find out the association between gender and Hygiene factor and Motivator as well.