Organisational obstacles hinder progress, says leadership expert
McKinsey & Company has dubbed it “The Great Break Up,” and claimed that “women leaders are voting with their feet” as data reveals they’re walking away from organisations and careers that aren’t accommodating of the unique challenges of a midlife women.
A big part of that? “Perimenopause, menopause, post-menopause,” said Kate Billing, executive development director at leadership practice Blacksmith.
At a time when women have accumulated vast experience and should be at the height of their powers, there are organisational obstacles that hinder their progress, she said.
“As a woman, you’re never the right age; you’re too young when you’re in your 20s; then in your 30s, surely, you’re about to have a baby; then in your 40s and 50s, you’re past your use by date.”
Obstacles to women’s career paths
Other obstacles are traditional career models that are influenced by male-centric structures and don’t align with the needs of women at this stage, said Billing, along with the tokenism of females on boards.
“There’s often just the obligatory one or two women on leadership boards; we know that it takes being one of three before the real difference happens in leadership teams and boards,” she said.
Billing has launched a 6-month leadership development program for midlife women called “Turning Point.” And that kind of support is important, she said.
“The main benefit of organisations supporting people through this is it means they get to keep people who are really amazing.”
