Ireland losing out on future female talent with early workplace exits

New research has highlighted how gender-related challenges may be limiting women’s potential for leadership roles in the workplace.

Balance for Better Business (BFBB), a review group for greater equality in the workplace, has today (25 September) published the results of a report exploring how an early exit from the workforce is more common among women than men, often to the detriment of female leadership and the wider ecosystem. 

BFBB’s research found that women aged 50 to 65 are more likely to leave the workforce at an earlier age than their male counterparts, reducing the pool of experienced talent available for senior leadership and board roles.

The ‘Why Women Exit the Workforce Earlier than Men in Later Career Stages: Irish and International Perspective and Policy Recommendations’ report found that a number of issues are arising that are contributing to a rise in women exiting the workforce early. 

Despite Irish women showing higher than average workplace participation rates, the research found that Ireland also has a larger participation gap between men and women aged 55 to 65, when compared to EU figures.  

According to the report: “This gap is particularly significant around the 50-65 age cohort, as it coincides with the period when many professionals are reaching senior executive and board-level positions. As experienced women leave the workforce at greater rates than men, organisations risk losing valuable talent and future leadership candidates.”

Among the challenges were menopause, caregiving responsibilities, burnout, workplace ageism and barriers to career progression.

From challenge to opportunity

The report suggested that there is an opportunity for women to be better supported in the workplace provided there is greater recognition of how the burden of caregiving often falls on women. 

BFBB found that women account for 61pc of unpaid carers in Ireland, with many women, at a later stage of their careers, balancing working alongside caring for children or ageing relatives.

The report said: “Employers should strengthen support for carers through flexible working arrangements, enhanced workplace support and policies that encourage a more balanced sharing of caregiving responsibilities.”

Organisations should also pay greater consideration to the impact of ageism and gender bias in the workplace, as women often find their progression to be limited, increasing the likelihood of a workforce exit. 

Findings from the report indicated that more than 90pc of workers aged over 55 have experienced age-related discrimination. “Organisations should strengthen inclusive leadership practices, address bias in recruitment and promotion processes, and ensure experienced women remain visible, valued and supported to progress.”

The menopause is also creating additional challenges for women in the workplace, with the report regarding menopause as a “significant but often overlooked factor in workforce participation”.

More than one-third of women who contributed their data to the research said that they have considered leaving work due to menopause symptoms, while an additional 9.2pc have already left employment as a result. 

The report said: “Employers should introduce menopause policies, manager training and targeted workplace support to help retain experienced female talent and prevent avoidable exits from the workforce.”

Commenting on the results of the report, Carolan Lennon, the co-chair of Balance for Better Business, said: “This report shines a spotlight on an important but often overlooked challenge. Women in their 50s and early 60s represent a highly experienced and skilled segment of Ireland’s workforce, yet too many continue to encounter barriers that make remaining in employment unnecessarily difficult.

“Retaining experienced women must be a strategic priority. Doing so is not only essential to achieving balanced leadership, but also to strengthening the competitiveness and future growth of Irish businesses. If we want to achieve balanced leadership, we must ensure that women can thrive and progress throughout every stage of their careers.”

Bernard Byrne, also co-chair of Balance for Better Business, added: “The earlier exit of so many women from the workforce has implications far beyond individual organisations. It directly impacts the pools of talent needed to have broad and diverse leadership pipelines.

“This limitation has a direct knock-on impact on the competitiveness of Irish business. The actions identified in this report are practical and can help employers to make a real difference in retaining a balanced talent pool. Businesses that take action today will be better positioned to attract, retain and develop the diverse leadership talent of the future.”

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