Why developing mid-career women boosts productivity

1/10 women leave work during menopause because of their symptoms. This costs the UK economy an estimated £1.5 billion every year… Not to mention the personal toll on women’s careers, confidence, and financial security. The data is stark: → £191m is lost annually due to time off work. → £22m lost due to presenteeism (showing up but unable to perform at full capacity). The numbers prove what too many of us already know: untreated and unsupported menopause isn’t just a women’s health issue. It’s an economic issue. It’s a business issue. We’re building The Better Menopause on this very premise - that when women are properly supported with evidence-based solutions, they thrive. And when women thrive, so do workplaces and economies. We cannot afford to keep ignoring the link between menopause, productivity, and economic growth. This is about more than flexible working policies. It’s about creating a culture where midlife women are supported, not sidelined. Because investing in women’s health is investing in growth.

This McKinsey & Company article insightfully explores the complex balancing acts and personal strategies women leaders employ to succeed at the highest levels. While the piece offers powerful perspectives on individual resilience and adaptability – the inner game, as they call it – it prompts a critical question for me: What if focusing primarily on the individual game distracts us from the outer game? What if the fundamental systems, cultures, and structures within our organizations are inadvertently setting talented women up for a struggle they shouldn't have to face on their own? Women across all professional levels, not just CEOs, confront systemic hurdles. They're told to lean in, prove themselves constantly, and somehow perfectly balance demanding careers with personal lives within often inflexible environments. When organizations expect individual women to overcome these systemic barriers through sheer personal strategy, they aren't truly supporting them; they are, in effect, undermining their potential and the organization's own success. As a leader passionate about helping ambitious women genuinely thrive, I see a clear and urgent connection between this systemic disconnect and tangible business outcomes. The cost of not actively transforming your workplace to truly support women is evident, and it's likely impacting your business right now: ·       Disengaged women directly translate to a drag on productivity and a slowdown in innovation. ·       Unequal opportunities create a leaky leadership pipeline, causing you to lose valuable talent and the investment made in them. ·       A lack of genuine support and mentorship leads to increased turnover, sending experienced professionals to competitors who offer a more inclusive and empowering environment. These are concrete obstacles directly impacting your company's growth and profitability. The flip side of this challenge is an immense opportunity. When businesses make the authentic investment in the well-being, development, and systemic empowerment of their women employees, the return is significant. Engaged, thriving individuals become powerful drivers – they are more productive, more innovative, more resilient, and deeply committed to propelling the business forward. So, here’s the critical question: Given the undeniable business impact, if you know your current systems aren't fully engaging and retaining your talented women, what are you truly willing to do differently – at a systemic level – to bridge that gap? I'm curious... https://lnkd.in/e7uTdy5q

When a woman leaves at mid-career, it’s not just a vacancy. It’s a decade of knowledge walking out the door. Women in their 30s and 40s often stall - not because they’ve peaked, but because: • Promotions go to those with “face time” over impact • There’s no sponsor advocating for them • Caregiving is treated as a career detour, not a normal life stage The business impact: 📉 Leadership pipelines weaken 📉 Talent shortages grow 📉 Innovation slows Want to keep them? • Create transparent promotion criteria • Build part-time leadership roles • Actively sponsor women into high-visibility projects If you’re losing mid-career women, you’re not just losing talent - you’re losing tomorrow’s leaders.

Sad truth: gendered ageism is real. Let's work to unlock the most undervalued talent pool in today's workforce! At EvolveMe 🦋, we just wrapped an incredible session with AARP's Employer Pledge Program that shattered misperceptions about midlife professional women! 📊 Did you know? Women aged 45-64 have the HIGHEST labor force participation rate at nearly 73%. Yet, only 1 in 5 leadership positions are held by women globally. Here's the critical cycle we need to break: When midcareer and senior women exit the workforce due to gendered ageism, it creates a devastating domino effect: 🔹 Fewer role models for emerging talent 🔹 Lost institutional knowledge 🔹 Decreased diversity in leadership pipelines 🔹 Reduced mentorship opportunities for younger professionals And the consequences are real: 🔹 1 in 3 women are considering leaving their careers prematurely 🔹 64% of women over 45 report experiencing age discrimination 🔹 Companies lose invaluable expertise and potential 🌟 But here's the inspiring truth: Businesses with age-diverse teams can transform their potential. Our research shows these teams deliver remarkable results: 19% higher innovation revenue 21% higher profitability for teams led by women over 40 35% higher productivity 🚀 By fully engaging experienced women, we could unlock a staggering $800 BILLION in economic potential! It's time to reimagine talent, challenge stereotypes, and create workplaces that value experience, wisdom, and potential at EVERY age! 🔗 Who's in? We'd love to hear what companies are embracing the multigenerational workforce and tapping into the talents of women in midlife. We heard from many in our session last week with AARP — let's hear more! Share your thoughts in the comments below!