We have a talent surplus said……no business leader ever. What do Hiring freezes, restructures, startups, turnarounds, new innovations and high-growth phases have in common? The need for great diverse talent who can grow with the business.

How is your talent pipeline looking?

Instead of dripping with talent to fill gaps, boost capabilities and compete, your talent pipeline might resemble a leaky sieve, with valuable potential slipping through the gaps. A healthy talent pipeline attracts and cultivates a diverse pool of awesome to drive success.

It’s time to fish in new pools.

By 2050, people aged 55+ are expected to make up about 40% of the adult Australian population. Women’s participation in paid work has grown significantly over the past 50 years. Women made up almost half the paid workforce in Australia in 2020, compared to around 30% in 1966.

Introducing The Menopause Talent Advantage.

A plentiful and relatively untapped pool of highly skilled professionals eager to contribute to your organisation’s success. What a fabulous opportunity for more women to make it to managerial ranks. Men over the age of 55 are twice as likely to be in management than women.

To unlock this advantage we need to dismantle remaining barriers related to health, care, training, discrimination, and work conditions and to ensure that employers have the right strategies to recruit, deploy, and retain them. 

“If organisations want to unlock the potential that these women can provide after the age of 35, there needs to be a shift in workplace structures surrounding them. Creative workplaces will reap the talent rewards today and in the future.” WGEA Director, Mary Wooldridge.

Let’s delve into the Menopause Talent Advantage to highlight reasons why employers should prioritize retaining and empowering menopausal women in the workplace.

 The Menopause Talent Advantage = Experience + Expertise

Menopausal women bring a wealth of work and life experience and expertise to the table. Having spent years honing their skills, these professionals possess a deep understanding of their industry. Their knowledge is an asset that can contribute to solving complex problems, mentoring younger colleagues, and driving innovation.

According to a study conducted by the Center for Talent Innovation, women over 40 are more likely to hold senior-level positions and have a higher degree of career satisfaction compared to their younger counterparts.

Emotional Intelligence and Leadership

Menopause can lead to increased emotional intelligence in women. Hormonal changes during this phase can heighten empathy, resilience, and emotional maturity. These qualities are essential for effective leadership and can contribute to fostering a positive work environment. Research published in the Harvard Business Review indicates that menopausal women often exhibit strong leadership skills, including the ability to navigate challenging situations, adapt to change, and build cohesive teams.

Enhanced Problem-Solving Abilities

As we age, we accumulate knowledge and expertise in life and our respective fields. This depth of knowledge provides a broader perspective and a larger pool of information to draw from when solving problems. The more experiences we have, the more diverse our knowledge becomes, enabling us to approach problem-solving with a greater wealth of insights.

Adaptability and Resilience

Menopause marks a significant life transition, and navigating it requires adaptability and psychological resilience. Menopausal women have already demonstrated their ability to adapt to changing circumstances, balancing personal and professional responsibilities. Their experience in managing life's complexities can translate into a flexible approach to work and resilience in the face of challenges. These qualities make them invaluable assets in fast-paced and ever-evolving workplaces.

Mentorship and Knowledge Transfer

Retaining menopausal women in the workforce offers an opportunity for valuable mentorship and knowledge transfer. These seasoned professionals can mentor younger colleagues, sharing their insights, industry knowledge, and lessons learned throughout their careers. This creates a positive talent development ripple affect. Establishing intergenerational connections within the workplace fosters a culture of continuous learning and growth, benefiting both the organization and its employees.

The Menopause Talent Advantage is a powerful force.

By recognising and valuing the experiences, expertise, emotional intelligence, mentorship and problem-solving abilities of menopausal women, employers can unlock a wealth of potential.

It's time to question how we can enable The Menopause Talent Advantage in our workplaces and create stronger talent pipelines whilst celebrating diversity.

Meno Collective’s menopause@work self-paced course and resources build awareness and make it easier for women at work to access information and support to thrive through menopause.

Not only will you strengthen your organisation but you will empower women with tools to optimise their health during this significant phase of their lives. Let's seize The Menopause Talent Advantage and reveal the full potential of experienced women in the workforce together.

References:

1. Center of Excellence in Population Aging Research (2021)
2. The Australian Bureau of Statistics (2021)
3. Workplace Gender Equality Agency
4. Center for Talent Innovation, "Harnessing the Power of the Purse: Female Investors and Global Opportunities for Growth" (2019).
5. Harvard Business Review, "What Menopause Can Teach Women About Leadership" (2017).