Is it really an exodus and what can be done to stop it?
In recent years, there has been a noticeable trend of women in midlife leaving the workplace. How do we know? On a local level, the CPCA and Rand report explores the reasons in Cambridgeshire, but is there more to understand?
What are the issues that are driving women to leave work?
This research raises important questions about the factors driving this exodus and its implications for the workforce and our wider society. Understanding why women in midlife are stepping away from their careers is crucial for addressing the underlying issues and creating a more inclusive and supportive work environment.
Here are some key reasons behind this trend:
1. Caregiving Responsibilities
One of the primary reasons women in midlife leave the workforce is the burden of caregiving responsibilities. Many women in this age group find themselves in the “sandwich generation,” caring for both aging parents and their own children. The demands of caregiving can be overwhelming, leading women to prioritise family needs over their careers.
2. Health and Well-being
Midlife is often a time when women face health challenges, both physically and mentally. Menopause, chronic health conditions, and the cumulative effects of stress can impact their ability to work. Additionally, the lack of workplace support for health-related issues can make it difficult for women to continue in their roles.
3. Workplace Culture and Discrimination
Ageism, outdated stereotypes, gender discrimination and microaggressions in the workplace can create a hostile environment for midlife women. They may face biases that undermine their contributions and limit their opportunities for advancement. This can lead to feelings of frustration and a lack of recognition, prompting some women to leave their jobs.
4. Lack of Flexible Working Options
The need for flexible working arrangements is particularly acute for midlife women balancing multiple responsibilities. However, many workplaces still lack adequate flexible working policies. Without the ability to adjust their schedules or work remotely, women may find it challenging to manage their professional and personal lives, leading them to exit the workforce.
5. Career Stagnation
Women in midlife may experience career stagnation, where opportunities for growth and advancement become limited. This can be due to a variety of factors, including organisational structures that favour younger employees or a lack of professional development opportunities. Feeling stuck in their careers, some women choose to leave in search of a more rewarding role where they can give back.
6. Financial Considerations
For some women, financial considerations play a role in their decision to leave the workforce. This can include the high cost of childcare, eldercare, or healthcare, which may outweigh the benefits of continued employment. Additionally, some women may have the financial stability to retire early or pursue other interests.
7. Desire for Work-Life Balance
Midlife often brings a reassessment of priorities and a desire for a better work-life balance. Women may seek to spend more time with family, pursue hobbies, or engage in volunteer work. The traditional work environment may not accommodate these desires, leading women to leave their jobs in search of a more balanced lifestyle.
Conclusion
The departure of women in midlife from the workforce is a multifaceted issue with significant implications for businesses and society. Addressing the reasons behind this trend requires a comprehensive approach, including better support for caregivers, health and well-being initiatives, flexible working options, and efforts to combat workplace discrimination. By creating a more inclusive and supportive work environment, we can help retain the valuable contributions of midlife women and ensure a diverse and dynamic workforce.
Do you think your organsations could do more to support women in midlife to stay in the workforce? How do you think organisations could create a more inclusive environment for all employees?
Get in touch to see how Midlife360 CIC could support your organsation recognise the value, lived experience and potential of your midlife workforce.