It’s no secret that women have long faced barriers to career success. From a lack of childcare support to gender discrimination, we’re acutely aware that, despite positive developments, the glass ceiling very much still exists. 

A 2023 study found that almost 90% of women say they are being penalised and undermined because of their achievements at work, and we still effectively ‘work for free’ for 54 days a year due to the gender pay gap.    

But now, in even more disappointing news, a second glass ceiling has been identified. According to standards body BSI, women around the world are leaving the workplace faster than men, with 29% of UK women expecting to leave their careers before retirement age. 

Why are so many women facing a second glass ceiling?

Currently, 89% of male workers are full-time yet under two-thirds of female workers are in the same position. Of the women that have full-time jobs, more than 42% expect to leave the workforce early and not necessarily out of personal preference, but for health or wellbeing reasons.

According to Bupa, over 900,000 women have quit their jobs in the UK as a result of menopause. And it’s not the symptoms that are necessarily forcing them out of the workforce, but a lack of support.  Indeed, 54% of women told BSI that it would be difficult for them to raise issues, including menopause, with their employers and three-fifths would also feel uncomfortable bringing up health and wellbeing issues with a male manager.

“When women leave the workforce early or before they have the opportunity to reach senior positions – whether because of caring responsibilities, structural factors or because their presence is not valued – this can contribute to significant productivity losses, rob organisations of talented people and remove mentors who can draw on their experience to guide newer members of staff,” BSI said of the findings. 

So, how can we start to lift the second glass ceiling?

The answer lies in a combination of education, flexibility, building empathy and opening the dialogue. According to the report, 68% of women believe that pay parity with male colleagues would help them to remain in work longer, and a further 75% of UK women want employers to take action to retain older women in the workforce.

Because it’s not just about an individual generation of women, but those that come after them, too. Empowering younger women throughout their careers by providing them with senior women leaders who stay in the workforce is something many see as essential, with almost three-quarters of women agreeing that the presence of senior women would benefit their development.

“Progress starts by opening up this conversation – at work and between employers and employees – and by acknowledging that this is an opportunity for male colleagues and workers of a different generation too,” agreed the BSI. “We have the opportunity to build on that optimism now to drive change and accelerate progress to a sustainable world in which everyone can thrive.”

Images: Getty