Women aged 50 to 65 are more likely than men to leave the workforce early. That shrinks the pool of experienced talent for senior leadership and board roles. That is the central finding of a new report from Balance for Better Business (BFBB), a review group for greater equality in the workplace.
BFBB published the report on 25 September, Silicon Republic reported. It is titled “Why Women Exit the Workforce Earlier than Men in Later Career Stages: Irish and International Perspective and Policy Recommendations.”
Why Experienced Women Leave Early
Irish women show higher than average workplace participation rates. Yet the research found that Ireland has a larger participation gap between men and women aged 55 to 65 than EU figures show.
“This gap is particularly significant around the 50-65 age cohort, as it coincides with the period when many professionals are reaching senior executive and board-level positions,” the report said. “As experienced women leave the workforce at greater rates than men, organisations risk losing valuable talent and future leadership candidates.”
The report named several causes. They include menopause, caregiving responsibilities, burnout, workplace ageism and barriers to career progression.
Caregiving, Ageism and Menopause
Women account for 61 percent of unpaid carers in Ireland, according to BFBB. Many women later in their careers balance work with caring for children or ageing relatives. The report calls on employers to support carers through flexible working and policies that encourage a more balanced sharing of care.
Age bias is widespread. More than 90 percent of workers aged over 55 have experienced age-related discrimination, the findings indicated. The report urges organisations to address bias in recruitment and promotion and to keep experienced women visible and supported.
Menopause is another factor. More than one-third of women who contributed data said they have considered leaving work because of menopause symptoms. Another 9.2 percent have already left employment as a result. The report recommends menopause policies, manager training and targeted workplace support.
What the Co-Chairs Want Employers to Do
“Retaining experienced women must be a strategic priority,” said Carolan Lennon, co-chair of Balance for Better Business. “If we want to achieve balanced leadership, we must ensure that women can thrive and progress throughout every stage of their careers.”
Fellow co-chair Bernard Byrne tied the issue to business performance. “It directly impacts the pools of talent needed to have broad and diverse leadership pipelines,” he said. “Businesses that take action today will be better positioned to attract, retain and develop the diverse leadership talent of the future.”
