Glass ceiling is a phenomenon that describes an abstract barrier that hinders career progression and promotion to higher management positions. A majority of studies regarding this discrimination in workplaces have solely focused on women as victims. The purpose of this study is to investigate how the phenomenon is expressed in workplaces and how it could also be intersectionally conditioned by examining how experts perceive glass ceiling discrimination, which is related to several grounds of discrimination. A phenomenographic approach has been implemented to capture perceptions from experts through semi-constructed interviews along with an extraction and examination of several documents to strengthen their perspectives. The experts' contributions are evaluated through a social constructivist approach. The findings of glass ceiling are separated into different themes: individual, situational, and cultural as well as interpersonal relationship barriers. The glass ceiling discrimination has been shown to mostly affect women; however, intersectional factors have shown to create various power structures that strengthen discrimination for individuals who belong to multiple grounds of discrimination. The study contributes to an unique viewpoint of how discrimination and the glass ceiling can occur in workplaces today. The findings are useful when working with discrimination- and gender equality.