The glass ceiling is a set of negative attitudes and prejudices that prevent women (and other minority groups) from rising above a certain level in the organizational hierarchy. Considering the importance of the presence of qualified women in management positions, the large gap from the envisioned vision of 30% of women in management positions in education and training, and the promotion of social justice at the community level, the drivers of the creation of the glass ceiling for women in education and training have been identified and prioritized. The statistical population of this study consists of female human resources experts in education and training in Fars; ten of whom were selected through a purposeful judgment method. In order to collect the required data, a literature review (to identify indicators), a 17-question researcher-made questionnaire (to determine the most important indicators), and a ten-question researcher-made questionnaire (to prioritize indicators) were used. For this purpose, by reviewing the literature, seventeen indicators were identified as factors affecting the creation of the glass ceiling for women; Using the Fuzzy Delphi technique, seven indicators were eliminated and ten indicators were determined as the most important drivers of the creation of a glass ceiling for women. The OPA technique (Lingo software) was used to prioritize the aforementioned indicators. Accordingly, the indicators of "lack of necessary infrastructure, organizational conditions (such as structure and systems), patriarchal organizational culture, queen bee, sociability, work experience, work environment, education, self-concept, and self-confidence" were assigned ranks one to ten, respectively.