Strategies to support older female talent

You're losing your best leaders, and it’s not about money. Women leaders are walking out the door, saying, "It just wasn't working for me anymore." Most companies assume it's pay equity, work-life balance issues or career changes. But you're not supporting them when it matters most. You’ve invested in supporting women leaders through career development, maternity leave, flexible schedules, and more. But those systems only cover one chapter. What happens to your leaders when they need support for the rest of their story? 👉🏽 What about the sleepless nights of perimenopause? 👉🏽 What about the mental health toll of balancing caregiving, team leadership, and chronic stress? 👉🏽 What about navigating menopause while driving company growth? 👉🏽Managing the quiet burnout of being “the only woman in the room”? 👉🏽 The chronic fatigue of autoimmune conditions that disproportionately impact women? These are personal and leadership challenges. And when they're ignored, your leaders pay the price, and so does your company. Women leaders who feel supported through all stages of life bring unmatched value to your organization. They're productive, committed, innovative, and ready to grow with you. See Transitions as Opportunities:  Redesign leadership policies to provide tangible support for major life changes, such as menopause, caregiving, or chronic conditions. Proactively Address Health and Mental Well-Being: Build leadership systems that integrate mental and physical health resources into daily operations, providing tangible support for challenges like caregiving, chronic conditions, and menopause, not just during crises. Redesign Leadership Policies: Move beyond generic perks to develop health-centered, life-stage-specific policies that empower leaders to perform and grow without burning out. Map Critical Leadership Gaps: Identify how transitions like caregiving, aging, and health changes impact leadership and create proactive strategies to minimize disruptions. Create Age-Inclusive Leadership Pipelines: Aligning mentorship, career paths, and support systems with long-term development can transform every life stage into a leadership advantage. Train for Adaptive Leadership: Equip managers with the tools to recognize and leverage life transitions as opportunities for growth, team building, and employee engagement. What’s stopping your workplace from leading in keeping and growing women leaders for the long haul? #leadership #worklife #menopause #women #HR

You have fought hard to get where you are, but what’s the point if you don’t reach back and help the next woman up?    Here’s how we make real moves:    1. Normalize the Referral  When a position opens up, don’t just think of who’s “qualified” based on the usual standards. Think of who’s deserving but overlooked. Pass their name along. Speak about their qualifications in rooms they don’t have access to yet. Sponsorship > Mentorship.    2. Make the Introduction  A warm intro can be life-changing. If you know someone who can help another woman get ahead whether it’s a recruiter, a hiring manager, or a decision-maker—connect them. No gatekeeping.    3. Advocate in Meetings  When another woman’s ideas are overlooked or dismissed, circle back and reinforce them. If she’s not in the room, bring her name up. Be the voice that makes sure she’s heard even when she’s not present.    4. Share the Playbook  Share salary ranges, negotiation strategies, corporate politics, and the unspoken rules. Knowledge is power—let’s not hoard it.    5. Make Space for Authenticity  Women are often expected to shrink themselves to fit into corporate culture. Let’s encourage each other to bring our full selves to work. No more dimming our light or code-switching for survival. You belong exactly as you are.    6. Support Female-Owned Businesses  From corporate gifting to vendor partnerships, champion women-led businesses. Advocate for them to be included in supply chains, contracts, and procurement opportunities. Economic empowerment is a game-changer.    7. Mentor with Action, Not Just Words  Advice is great, but real mentorship includes action. Help with résumé reviews, mock interviews, and strategic career moves. Sometimes, we don’t need another pep talk we need a co-sign.  Do more than celebrate.  Execute.     The doors we walk through should never close behind us.     We are the blueprint, and we are the change.     #WomensHistoryMonth #WomenInCorporate #SponsorshipOverMentorship #LiftAsYouClimb #NoGatekeeping #WomensLeadership #WomenInBusiness #ThePathRedefined

Over 50% of law graduates are women. Yet, by age 40, many leave the profession. I’ve seen the mid-career exodus firsthand. Why does this happen? ❌ They face the "motherhood penalty." ❌ Crippling childcare costs. ❌ Career stagnation. ❌ Lack of support. This lack of support forces them to ask, "Is it worth it?" The toll on their mental health, parenting, and overall well-being becomes overwhelming and while some may view the ability to quit as a luxury, the underlying issue for women, mothers, and parents remains profound and pressing. My early career in a female-led firm was promising. But the legal profession doesn’t make it easy for working mothers to thrive. A recent study found that 36% of female lawyers have considered leaving the profession, often citing work-life balance and lack of support as primary reasons. In contrast, a much smaller percentage of male lawyers report facing similar challenges. Where do these women go? ✅ Founding their own firms ✅ Legal industry roles in business development, marketing, and more Or, they end up: ✅ Leaving the workplace altogether For those who continue their careers, these shifts often offer better work-life balance, helping women find new paths to success. To retain female talent, legal teams must evolve: ✅ Implement flexible work policies ✅ Create supportive environments ✅ Recognize the value of retaining mothers & parents It's also worth noting that investors and the SEC are paying attention. The SEC requires reporting on Human Capital, recognizing that people are a crucial asset. Supporting working mothers isn’t just about doing the right thing; it's about smart business. Investors know that when companies invest in their people, especially working mothers, it leads to better business outcomes. Change isn’t just important—it’s essential. Women and parents deserve better support to thrive in their careers. Supporting working mothers benefits everyone in the profession. PS: What challenges do you see in retaining talent? #legal #lawmoms #lawparents

It is so frustrating to be judged based on your age. In a highly competitive job market, my older clients are expressing their increased frustration with the misconceptions that they lack adaptability and energy, or that they'll retire soon. According to a recent AARP Survey, about 64% of workers aged 45 and older believe that age discrimination impacts their job search. Ageism is very real and continues to challenge experienced professionals in their job search! Here are specific strategies to apply in the resume, cover letter, and interview to divert the hiring manager away from your age and toward the reasons why you are a good fit for the job. 1. 𝐅𝐨𝐜𝐮𝐬 𝐨𝐧 𝐈𝐦𝐩𝐚𝐜𝐭, 𝐍𝐨𝐭 𝐓𝐞𝐧𝐮𝐫𝐞. Rather than listing "30 years of experience," highlight recent achievements that demonstrate the positive outcomes you have achieved. 2. 𝐂𝐥𝐚𝐫𝐢𝐟𝐲 𝐘𝐨𝐮𝐫 𝐌𝐨𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧 𝐟𝐨𝐫 𝐭𝐡𝐞 𝐑𝐨𝐥𝐞 𝐋𝐞𝐯𝐞𝐥. If you're applying for a mid-level role despite having executive experience, explain why. You could say, “I’ve reached a place in my career where I want to apply my expertise to help grow a high-potential startup.” 3. 𝐀𝐬𝐬𝐮𝐫𝐞 𝐨𝐟 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭. Employers may worry about your longevity. Speak directly to your excitement about the work and express your dedication to staying with the company. Example: “My passion for this field remains strong, and I’m excited to contribute for years to come.” 4. 𝐃𝐞𝐦𝐨𝐧𝐬𝐭𝐫𝐚𝐭𝐞 𝐂𝐮𝐫𝐢𝐨𝐬𝐢𝐭𝐲 𝐚𝐧𝐝 𝐎𝐩𝐞𝐧𝐧𝐞𝐬𝐬 𝐭𝐨 𝐋𝐞𝐚𝐫𝐧𝐢𝐧𝐠. Emphasize your willingness to learn, signaling adaptability and motivation to stay current. Mention recent training, certifications, or other learning efforts relevant to the role. 5. 𝐒𝐭𝐚𝐲 𝐇𝐮𝐦𝐛𝐥𝐞 𝐚𝐧𝐝 𝐎𝐩𝐞𝐧-𝐌𝐢𝐧𝐝𝐞𝐝. Communicate a willingness to learn from others, including younger team members. This can help disarm biases about older workers being “set in their ways.” 6. 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐞 𝐘𝐨𝐮𝐫 𝐓𝐞𝐚𝐦-𝐎𝐫𝐢𝐞𝐧𝐭𝐞𝐝, 𝐂𝐨𝐥𝐥𝐚𝐛𝐨𝐫𝐚𝐭𝐢𝐯𝐞 𝐌𝐢𝐧𝐝𝐬𝐞𝐭. Describe projects where you worked in a supportive role, even if you held a leadership position. Emphasize that you’re comfortable in team settings and value collective success. 7. 𝐑𝐞𝐢𝐧𝐟𝐨𝐫𝐜𝐞 𝐕𝐢𝐭𝐚𝐥𝐢𝐭𝐲, 𝐏𝐚𝐬𝐬𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐄𝐧𝐞𝐫𝐠𝐲. In your resume, cover letter, and interviews, use words like “agile,” “driven,” “passionate,” “flexible,” “innovative,” and “committed” to demonstrate energy and stamina. 8. 𝐃𝐞𝐦𝐨𝐧𝐬𝐭𝐫𝐚𝐭𝐞 𝐂𝐨𝐦𝐦𝐢𝐭𝐦𝐞𝐧𝐭 𝐭𝐨 𝐭𝐡𝐞 𝐂𝐨𝐦𝐩𝐚𝐧𝐲’𝐬 𝐅𝐮𝐭𝐮𝐫𝐞. Ask for equity in the company. Expressing interest in equity shows a commitment to the company's success over time. This signals a desire to be invested in the organization for the long term.

Gender quotas don’t create a level playing field. They might open the door to senior leadership. But they don’t remove the barriers inside the room. Here’s what many women face after promotion: → Ageism (many are promoted later in life) → Lack of sponsorship or support to succeed → A heavier load at home, especially in midlife → Harsher judgment from peers, reports, leadership One of my clients was promoted to Partner at a consultancy. She had two young kids. No flexibility. No real support. She burned out and left. Equality gives women the same opportunity. Equity removes the barriers so they can succeed. 5 Equity Fixes To Help Senior Women Succeed: 1️⃣ Prevent Burnout By Design 📊 42% of women leave leadership roles due to burnout. ✅ Redesign workloads, spot the signs. Support. 2️⃣ Sponsorship > Mentorship 📊 Women receive 21% fewer stretch assignments. ✅ Match women with senior leaders who actively open doors for them 3️⃣ Flexibility That Fits 📊 95% of Microsoft employees said flexibility boosted inclusion. ✅ Support remote, async work without punishing visibility. 4️⃣ Bias-Aware Promotions And Feedback 📊 78% of women execs face harsher scrutiny. ✅ Use 360° reviews and train leaders to check for bias. 5️⃣ Coaching for Strategy, Navigation, Confidence 📊 Coaching boosts confidence and clarity by 25%. ✅ Provide coaching to help women navigate pressure and politics. Quotas get her in the door. Equity keeps her there sustainably. And once systemic barriers are removed, that's justice. Do you think businesses do enough to set senior women up for success? ♻️ Repost to create more equity and justice. ➕ Follow Deena Priest to succeed in career and leadership. Image Credit: mobilizegreen

There’s a major blind spot I see in senior leadership teams…and it’s holding your whole business back. Plus it’s costing you your best people. Here’s how it plays out: You’ve got a woman in your organisation everyone relies on. She’s the one you turn to when the impossible lands. The one who delivers the toughest projects on the tiniest budgets; without fuss, without fanfare. The one who fixes problems no one else can touch. She makes it look easy. And because of that, she gets overlooked. Overlooked for promotions. Overlooked for recognition. Overlooked for the rewards she deserves. And here’s the mistake: you tell yourselves stories about her. 💭”She’s not political enough.” 💭”She lacks presence at that level.” 💭”She doesn’t seem confident.” The reality? She’s so smart she doesn’t need to play political games. She’s a highly skilled influencer…her results do the talking. She’s a strategic thinker. She shapes powerful cultures. She inspires and motivates her people in ways that transform teams. If you’re sitting on a talent like that and not moving heaven and earth to elevate her, you’re not just failing her…you’re holding back the success of your entire business. Here’s what happens next: She may lose confidence. She may start to believe “maybe I’m not as good as I thought.” ‼️But make no mistake…she WILL leave. And if she’s smart, she’ll come to work with me. Where she’ll finally see her brilliance for what it is. She’ll claim her true value. And she’ll kick ass at a whole new level, in a business that actually deserves her. If you don’t act soon, she’ll walk. And when she does, she’ll take her brilliance, her strategic thinking, her ability to inspire and deliver…and she’ll transform another business instead. One that actually deserves her. 💥Back her. Recognise her. Elevate her. It’s the right thing for her. It’s the right thing for your business. And yes…as an added bonus, she’ll make you look like the leader who got it right!

Women’s Leadership Development Programs (WLDPs) are one highly-effective tool for achieving better gender equity in leadership. But too often, her boss—often a male—is missing in action and unaccountable for her success when she returns.   In the absence of full managerial engagement and accountability, the work of mitigating systemic gender inequities in the workplace falls on women alone.   In this new MarketWatch piece with my good colleagues Ellen Keithline Byrne, PhD and Denise D'Agostino of Her New Standard, and David Smith, we call-out the epidemic of burnout and attrition among women who return from a WLDP, ascend to a new leadership role, and then find little support, resourcing, and allyship for success in the new role.   It’s high time to start training managers to be inclusive leaders, allies and sponsors for high-talent women, and then hold those managers accountable for results.   Here is a roadmap to fully sponsoring women for leader development Opportunities: ✅ Be clear about why she was selected, what you want her to get from the program and what support she can count on from you. ✅ Meet regularly during the program to hear her takeaways and help her apply them within your organization. Use these conversations as opportunities to learn, expand your gender intelligence, and show up as an inclusive leader. Collaborate with her to mitigate gendered headwinds to advancement. ✅ Purposefully build her developmental network by connecting her to potential mentors and sponsors in the organization and be a vocal and public advocate for her taking on stretch assignments including promotion opportunities that leverage both her potential and demonstrated competence. ✅ Give her ongoing career-related feedback when you see her stretching into new leadership behaviors or reverting to comfortable habits. Be sure to get feedback from her about how you are doing as an WLDP sponsor and inclusive leader. #genderequity #genderequality #womenleaders #goodguys #workplaceallies #21stcenturyleadership #womeninbusiness #inclusiveleadership #maleallies https://lnkd.in/e7DU2UPN

IS YOUR ORGANISATION MENOPAUSE EMBARRASSED OR MENOPAUSE ENABLED? For some organisations this can feel like a chasm that is simply too wide to cross. But creating a feasible and meaningful crossing is something all organisations who employ women will need to do. Why? If they want to keep attracting and retaining brilliant women there is no hiding from it. All women will have a menopause. Women can’t choose when or how we’ll experience it, but they can choose where they work when they do. Many find that their feet are made for walking. If organisations don’t want the expense and negative PR, both internally and externally of women taking legal action due to poor treatment then creating a culture that supports them is an imperative. In my article on Workplace Wellbeing Professional I discuss three key areas to get you started: 1.     This not just a woman’s issue – colleagues and those with a menopausal woman in their personal life (partner, family member, friend) are affected too. Only speaking to women who are menopausal about menopause doesn’t create the level of change needed. Everyone needs to be in on it. 2.     Training not a seminar – the favoured lunch a learn is fantastic at creating awareness to get the conversation rolling. But as they say, Rome wasn’t built in a day and culture isn’t changed in an hour. Training is a critical step and it starts with managers. 3.     Consider the environment – there are simple adjustments that can be made, that make the working environment more inclusive to those going through menopause. Often it is more about commonsense and awareness. Creating change is always about a commitment to consistent and continued messaging, reinforced with training and awareness. While there is no quick fix, it is simpler than many think. #hrmanager #talentmanagement #talentretention #changemanagement Read the full article here 👉 https://lnkd.in/exFVWirA

I have spent decades building businesses and mentoring leaders and there is a conversation we are still not having enough in the workplace: What happens when menopause meets burnout. Midlife women are leaving the workforce in record numbers, not because they want to - because they don’t feel supported. In this article, I unpack the data, the missed opportunities, and what employers can do to keep their most experienced talent from walking out the door. It’s time to change the narrative. The Pause Technologies Inc. we are currently onboarding our first forward thinking benefits customers. These are organizations who value their female employees and want to support them 24/7. #susansly #menopausesupport #thepausetechnologies #womenintheworkforce #perimenopause #burnout #thepausetechnologies