In today’s fast-evolving workplace, it is more important than ever for women to remain engaged in their careers, particularly during times of personal or professional change. Women are often confronted with decisions that challenge their ability to stay in the workforce, such as navigating life transitions like menopause, caregiving responsibilities, or workplace discrimination. However, by stepping up, women can not only secure their economic futures but also contribute to a more equitable and resilient workforce.
The Economic Case for Women Staying in the Workforce
In the UK, women represent a significant portion of the labour force, and many are essential contributors to the economy. However, structural barriers persist, particularly in terms of flexibility and career progression, causing women to step back or even leave their careers at critical moments. A recent study by Women’s Budget Group revealed that women over 50 are the fastest-growing demographic in the workforce, yet they face unique challenges, especially around menopause, which often lead to career interruptions. Employers, therefore, have a responsibility to provide the necessary support structures to retain this highly valuable talent pool.
The appointment of a Menopause Employment Champion by the UK government in 2023 signals an increased awareness of the support needed for women navigating menopause. This role focuses on ensuring that women remain in work, implementing best practices, and advocating for policies that accommodate health and well-being concerns in the workplace. This initiative is already working with employers across the UK to develop supportive cultures that will help retain women during this life stage.
Addressing the Gender Pay Gap and Flexible Working
Despite notable advances in gender equality, the gender pay gap continues to be a persistent issue in the UK. Recent research by PensionBee highlighted that women lose out on up to £100,000 in earnings over their careers due to the gender pay gap. Moreover, women are still overwhelmingly responsible for caregiving, which further compounds the challenges they face in achieving parity in career opportunities and earnings.
In many cases, women are stepping out of their careers because they lack access to flexible working arrangements. A 2023 report by the Trades Union Congress (TUC) emphasised the necessity of flexible working policies to help women balance their career and caregiving roles. The TUC has advocated for flexible work to become the default for all jobs, helping women remain in the workforce while balancing their personal responsibilities.
The Role of Menopause and Workplace Support
The menopause is a critical stage in many women’s lives and often leads to their premature exit from the workforce. Research conducted by GOV.UK in 2023 showed that 900,000 women in the UK have left the workforce due to symptoms related to menopause. This staggering figure represents a significant loss of talent and experience, especially as many of these women are at the peak of their careers.
The appointment of the Menopause Employment Champion, Helen Tomlinson, aims to combat this trend by working with organisations to create menopause-friendly environments. The government’s initiative has started raising awareness among employers and pushing for systemic changes, such as providing flexibility, reducing stigma, and offering physical and mental health support. Collaborating with bodies like the Chartered Institute of Personnel and Development (CIPD), the Champion's work is critical in advocating for comprehensive support during menopause, which allows women to step up rather than step out at this crucial stage of their career.
Promoting Female Leadership and Career Progression
Structural inequality remains a considerable obstacle to women achieving leadership positions. A recent analysis by BBC Worklife found that women are more likely than men to face career stagnation, even when they exhibit leadership potential. In 2023, a BBC report revealed that high-flying women face shorter tenures in leadership roles compared to their male counterparts, a result of systemic biases and greater career interruptions.
Addressing these issues is critical, not only for gender equality but also for business performance. Studies show that companies with diverse leadership are more innovative and profitable. Women who remain in the workforce during challenging times can contribute to more dynamic and inclusive workplaces, ensuring that they too have the opportunity to rise into leadership roles. To facilitate this, companies must invest in leadership development programmes specifically designed for women, offering mentorship and creating clear pathways for career progression.
The Power of Flexible Working and Work-Life Integration
Flexible working has emerged as a pivotal solution for women aiming to stay in their careers while managing personal changes. A survey conducted by Metro in 2023 revealed that 88% of female respondents said they would be more productive if given the option of a four-day work week. The call for flexibility has become even more urgent, as women increasingly need it to balance caregiving, personal health, and career advancement.
Offering flexible work is not only beneficial for employees; it also improves retention rates and employee satisfaction. Businesses must therefore shift their workplace culture to normalise flexible working and ensure that it is accessible at all levels, rather than reserved for senior roles or those who can negotiate it. Training managers to understand the importance of flexibility and supporting their staff through these transitions can go a long way in ensuring that women continue to thrive professionally, even during challenging times.
Conclusion
Women’s careers are often interrupted by personal and external changes, yet these disruptions should not signal the end of their professional journeys. By stepping up, women can maintain their economic independence and contribute to a more diverse and innovative workforce. Employers and policymakers must recognise the critical moments in women’s lives, such as menopause or caregiving responsibilities, and provide the necessary support structures to keep women in the workforce.
Flexible working arrangements, supportive workplace cultures, and targeted leadership development programmes are essential to ensuring that women do not feel the need to step out of their careers. By creating environments where women can thrive, even during times of change, we can build a stronger, more resilient workforce for the future.
If you're ready to take the next step in your career but unsure where to begin, feel free to reach out. I'd be happy to arrange a conversation to explore how I can support your personal and professional growth.
#StepUpNotOut #WomenInLeadership #CareerEmpowerment #WorkplaceEquality #FlexibleWorking #PauseAndEmpower
References
GOV.UK, 2023. "No Time to Step Back: Menopause Employment Champion".
BBC Worklife, 2023. "Why High-Flying Women Face Less Time at the Top".
Trades Union Congress (TUC), 2023. "The Workplace Changes Women Believe Will Make Them More Productive
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