Why is it that so many mid-life women are leaving companies in droves? While the economy is crying out for exactly the kinds of expertise and skills women have and employers say they want, women are voting with their feet.
Dr Lucy Ryan’s recently published book ‘Revolting Women: Why midlife women are walking out‘ explores the reasons for this significant talent drain. There are 3 key factors:
1. The maintenance of power
Once women reach positions of power, midlife women find themselves excluded from organisations. They do not ‘fit’ with the organisational construct of talent which is perceived as young and male. Often women have not had the same vertical career trajectory as men. Women may have had time out to care for dependent children, perhaps shifting to part time work and accommodating a partner’s career.
Talent pipelines favour youth, for which read talent, creativity and success, despite a lack of experience. Ageist comments are routinely referenced in the author’s research in many of the case studies. This was with a sense of resignation from the interviewees, suggesting that ageism is so embedded that it’s often not called out. When it is, there can be a backlash.
2. Looks matter.
While men’s ageing is perceived as increased competence and wisdom, older women lose credibility. Looking good, keeping fit and making an effort requires considerable time, effort and expense- not something men have to consider.
The history, science and psychology of women’s minds and bodies through the ages has a great deal to do with current perceptions and stereotypes. And of course these are presented through a male lens. This stereotype continues to be perpetuated in literature and media. Watch this Harry Enfield sketch on YouTube: ‘Women, know your limits‘ where this is caricatured only too well. The fact that it still provokes a response suggest that it retains currency.
3. The collision of midlife changes
The transition(s) women go through mean they may be struggling with menopause, supporting adolescent teenagers, caring for elderly relatives and dealing with bereavement- sometimes all at once -and on top the day job. Something the author describes as ‘role overload.’
A revolution against gendered ageism
Despite this, midlife is often accompanied by a surge in energy and focus and a desire by women to develop their careers. Women want challenge and are not ready to retire. If they are unable to find the support and flexibility the require to achieve- they will leave and flourish on their own terms.
Statistically more likely to have been at the forefront of coping with elderly relatives and end of life care, women speculate on their mortality more than men. Women appreciate that the time they have left should be spent on things that give their lives purpose and meaning.
This can be positive in many ways. To reflect and contemplate ‘what next?’ is an opportunity to reinvent oneself. This might be through re-training, study or setting up a business. Women come into their own and find this is a time to flourish rather than to wind down. They may be freed of dependent relatives and have time and space to devote to what they want. The resilience that women develop through the many challenges life has thrown at them makes them stronger and more driven.
What organisations must do to create positive change
Even when presented with evidence to illustrate the impact that companies employing more female leaders outperform those with more men, the response to addressing the current inequalities if ‘only’ to improve outputs, remains glacial. Where senior women are quitting, the talent pipeline is broken, making it harder to nurture and grow female talent and create gender- balanced senior leadership teams.
The reasons older, highly capable women are leaving organisations is down to a lack of recognition and value. If they can’t find enjoyment, flexibility and development opportunities, they will leave. According to the author’s research, 70% of the women in the study wanted to step up in their careers- but not at the expense of work-life balance.
Questions organisations should be asking older women
‘How can we get the best out of you so we and you win?’
‘What can we do to support you?‘
Don’t fix the women
It’s the system that need fixing, not women. There is a plethora of books and research that organisations can use to address this issue. There is no excuse for employers not to act and the author outlines a number of actions organisations should be taking.
As women we need to continue to raise our voices, lobby for change and support other women. Men and women need to be allies. By not speaking up and speaking out against sexism and ageism in the workplace you are condoning the behaviour of individuals and organisational culture. By being an ally, everyone benefits.
