Career After 40: Redefining Success

Experienced, ambitious, but invisible. A recent study reveals that no other age group is as dissatisfied with their careers as women over 40. Instead of advancement, they often hit a dead end.

Why is this the case, and how can we address this issue? Age discrimination, deeply ingrained stereotypes, and societal prejudices against career-driven women are significant factors. Moreover, the impact of hormonal changes during menopause cannot be ignored. While this is a complex issue with no easy answers, there are actionable steps we can take.

Breaking Down Ageist Stereotypes

Age discrimination remains a major barrier for women over 40. Research shows that women in midlife often face age-related biases that can force them out of the workforce. Nora Keller, a senior researcher from the Competence Center for Diversity & Inclusion at the University of St. Gallen (HSG) observes from new research that: "Women and men have essentially the same chances to get promoted to key positions (positions with personnel responsibility) before 30, and then the gap keeps widening the older the employees get.'" Keller argues that this indicates that the intersection of age and gender plays a key role in holding women back.

Even with greater experience and often more flexibility to balance family responsibilities, many women in midlife are overlooked for promotions. Why is this?

Nora Keller, HSG

The gap widens as employees get older.

Keller suggests that women often shoulder a disproportionate share of caregiving responsibilities during their key career years from 30 to 40, leading to reduced work hours and hindering their career advancement.

This needs to change.

Here are some practical tips to help you overcome these challenges:

Educate yourself about your rights. Age discrimination is illegal according to the Federal Constitution (Art. 8 Equality before the law).
Speak up. Challenge ageist stereotypes and advocate for fair treatment.

Advocate for fair compensation. You can read how to do this here.

Companies Have a Crucial Role to Play

When asked if Switzerland offers sufficient support for women redefining their careers in midlife, Nora Keller from HSG responded with a clear “No.” She explained that talent programs are usually either explicitly or implicitly reserved for employees under a certain age threshold.

“Most significant career advancements happen before the age of 40; few people make major career moves after 50, especially women” Keller adds (see graph for details.) “I'd like to see more companies offering programs that specifically support women over 40 as they navigate career transitions."

Companies have a crucial role to play in retaining and advancing women in the workforce, especially during periods of talent shortages. To combat age discrimination, look for workplaces that:

Value experience and expertise.
Foster a culture of age diversity and intergenerational collaboration.
Offer opportunities for continuous learning and skills development, such as AI and personal branding.
Employ fair hiring and promotion practices.

Reframe your thinking. Your age and experience are assets, not liabilities. Own your age and trust in your capabilities.

Taking Control of Your Changes

Beyond the challenges of ageism and societal biases, women face additional hurdles related to hormonal changes. Menopause and perimenopause can significantly impact a woman's physical and mental health, affecting energy levels, mood, and overall well-being.

Emelie Metscher

As if stereotypes and age discrimination weren't stressful enough, hormonal chaos is often added to the mix.

A recent study revealed that 28% of working women in Switzerland have either left their jobs or considered doing so due to symptoms associated with menopause or perimenopause.

A friend shared a personal experience when it comes to menopause in the workplace: "I went through menopause at 51. Exhausted from raising young children, I didn't notice the signs of perimenopause until later. Being a dedicated professional, I was devastated when I started crying at work regularly and struggled with chronic insomnia. The lack of support at my workplace made my early fifties very challenging and ultimately led to me leaving my job."

This personal experience highlights the importance of acknowledging and addressing the unique challenges women face during this life stage, both as a woman, and as an employer.

To navigate this phase without jeopardising your career, there are some tips for managing symptoms and maintaining your career momentum:

Acknowledge the changes: Make yourself aware of and recognise the potential impact of hormonal changes on your well-being.
Open up to colleagues: Discuss your challenges, if you feel comfortable doing so.
Seek support: Lean on your family, friends, and supportive networks for women going through the same journey.
Prioritise self-care: Focus on healthy eating, regular exercise, and stress management techniques.
Consult an expert: Seek medical or holistic expert advice.

Also here, employers have a crucial role to play in creating a supportive environment for women navigating menopause. This includes:

Raising awareness: Educate employees about hormonal changes in women.
Providing resources: Offer support and access to healthcare providers specialising in menopause.
Implementing supportive policies: Create a supportive workplace environment for women going through menopause. Companies like Vodafone have been pioneers in this area, developing global training programs and resources to improve understanding of menopause.

By acknowledging these challenges and taking proactive steps, women can navigate menopause while maintaining their career momentum and achieving their professional goals.

Creating Your Own Career Path

For many women over 40, the traditional corporate ladder may seem unattainable. However, numerous fulfilling career paths exist outside the traditional corporate structure. Part-time work and entrepreneurship offer flexibility and autonomy, allowing women to better balance their professional and personal lives.

Entrepreneurship is on the rise among women over 40. Research shows that female entrepreneurs over 50 are twice as likely to succeed as those in their 20s.

Despite this, female-founded companies often face significant funding disparities. To bridge this gap and empower female entrepreneurs, companies and society play a crucial role by promoting flexible work arrangements, providing coaching, and investing in women-led businesses. A BCG report highlights the significant economic impact of investing in women entrepreneurs, estimating a potential global GDP increase of 3-6%.

Emelie Metscher

The concept of so-called “fractional roles” enables women to plan their own time.

This does not mean that women over 40 have to build an empire to have a successful career. Beyond traditional roles, concepts like fractional roles offer new pathways to success. Fractional executives serve as part-time C-suite leaders for multiple companies, allowing them to choose projects and clients that align with their values and priorities. This model provides greater flexibility and autonomy, enabling women to break free from rigid corporate structures and achieve work-life balance.

Empowerment and Collaboration

While systemic changes in companies and society are crucial, individual empowerment is equally important. Women have the power to drive change, overcome obstacles, and build fulfilling careers.

As one entrepreneur put it, "I may not be the CEO of a large company, but I am the CEO of my own time."

Success is not solely defined by promotions or titles. It encompasses personal and professional fulfillment, work-life balance, and the ability to make a meaningful contribution. Embrace the opportunities that come with age and believe in your potential to thrive.

It's time to redefine career paths and leadership models to create a more equitable and inclusive landscape for women. Concepts like fractional roles offer a promising avenue for achieving this goal.