Human Resource Management (HRM) is the only visible tool in organisations of all types which ensures to maintain an equal and harmonious environment between all its employee types, be it young, old, men, women, labours, top management, etc. In spite of possessing the power to provide justice in all situations, there are existences of ‘glass ceilings’ and ‘glass borders’ among MNC’s and its employees. Glass ceilings are visible progressive paths that seem to be in reach, but for some reasons, they tend to remain out of reach. When an employee, especially women, is able to see her progress but is held by some stereotype thinking of someone else more authoritative, or by someone holding up the position by unlawful means, the employee is trapped in a situation. This is because the management chooses to cling to some pre-conceived thoughts or beliefs that a certain task cannot be performed by a specific person, be it a gender difference, age difference, experience difference, or cost difference, etc. These types of practices exist in major corporations worldwide, but seem to be hidden in terms of their clearly visible effects in society. Had it been not present at all, the current scenario of glass ceiling and glass border would not have existed, or would have been negligible. Thus such practices are the control mechanisms by which many employees are held up in their career development. Fortunately, a new initiative of women-only career development programs is introduced by multinational organisations who have managed to challenge the existence of such ceilings in the corporate world.