This study aimed to identify and structurally analyze glass ceiling barriers to women’s advancement to managerial positions and to examine the role of succession planning in overcoming these barriers in public organizations. This applied, descriptive–survey research targeted 210 female employees in public organizations, selected through purposive sampling. Data were collected using a researcher-designed questionnaire developed from theoretical frameworks and previous studies. Content validity and construct validity were confirmed through confirmatory factor analysis (convergent and discriminant validity), and reliability was verified by Cronbach’s alpha above 0.7. Data analysis was performed using SPSS and LISREL software through structural equation modeling. Findings revealed that cultural beliefs, male-dominated organizational structures, and the lack of formalized succession planning systems were the most significant barriers to women’s advancement. Key validated components included empowerment and skill development (factor loading 0.87), supportive organizational culture (0.91), talent identification (0.81), organizational initiative (0.63), and career progression (0.71). Competency-based succession planning and structured mentoring programs showed strong potential in overcoming glass ceilings. The proposed model demonstrated good fit indices (GFI>0.9, RMSEA<0.05). To break glass ceiling barriers and achieve gender equity in public organizations, structured and competency-driven succession planning programs are essential. Strengthening supportive organizational culture, systematically identifying female talent, and establishing clear career pathways can enhance women’s leadership development and improve overall organizational effectiveness.