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The workplace phenomenon known as the “second glass ceiling” is prohibiting workplaces from reaching their full potential.
According to business improvement and global standards company BSI, the second glass ceiling – which centres on female career longevity – is rife in Australian businesses.
A survey by the firm explored why women are leaving the workforce early for reasons other than personal choice. It also highlighted the perceived barriers to organisations supporting the retention of experienced women, and the economic and social benefits to be realised from addressing this.
The findings revealed 58 per cent of Aussie women believe the next generation will receive the flexibility and support needed to stay productive in the workforce for as long as men, with 76 per cent of them urging businesses to drive this change.
Seventy-five per cent of Australian women said experienced female mentors can benefit the development of younger women, yet 40 per cent said it remains uncommon to see women in leadership roles, and a similar number have themselves lacked the opportunity to learn from such mentors. Close to seven in 10 Australian women said pay parity would also help women remain in the workplace longer.
When asked about roadblocks and other barriers, 77 per cent of Aussie women said greater flexibility would be valuable. Seventy-two per cent want organisations to support women experiencing symptoms of menopause, with 23 per cent specifically mentioning this as a barrier to remaining in work.
A further 76 per cent said formal policies around this, as well as difficult pregnancies and/or miscarriage, are helpful, but only 3 per cent are aware of these being in place. Over half (58 per cent) said they would be uncomfortable raising this with an employer.
Charlene Loo, managing director at BSI Australia, said the findings represent a great opportunity for Australian business.
“Taking action on workplace gender equality has been a growing topic in Australia, especially after the pandemic brought to light important issues that have not been fully addressed as yet. Lifting the second glass ceiling (SGC) can offer many benefits in the country, from enhancing productivity to ensuring organisations retain talented people and providing mentors who can draw on their experience to guide newer staff members,” she said.
“As our research shows, there are many factors that can lock women out of the workforce – but there are also clear strategies to address this, from support for workers experiencing menopause to taking steps in other areas, such as working flexibly and breaking down stigma that could contribute to an enhanced work environment for all.
“Rather than see the considerations facing older Australian women as a challenge, we can gain by seeing this as an opportunity for investment in current and future generations, and an opportunity to boost growth, innovation and accelerate progress towards a sustainable nation.”
