For years, midlife women have been an invisible yet essential force within companies. They may not have made much noise, but they’ve held teams together, managed crises, mentored younger colleagues, and brought to the table a wealth of experience you simply cannot learn from a course or a degree. However, things are changing — and forward-thinking companies are starting to see them, and more importantly, truly value them.

Today, midlife women are not just valuable; they could well be the key to solving some of the most pressing challenges businesses face — from talent retention to preserving critical knowledge and building more inclusive, balanced workplace cultures.

More than 1 in 10 workers is a woman over 55

The numbers speak for themselves: the proportion of midlife women in the workforce keeps rising. In 2023, they accounted for over 10% of all workers, up from just 6.9% two decades ago.

Why are they still working? It’s not just financial need. Many of them want to keep growing, contributing, and proving that productivity doesn’t expire at 40. This generation — who first entered the workplace in the 60s and 70s — broke glass ceilings, and they want to continue playing a key role in shaping the future of work.

The invisible obstacles still holding them back

Staying in the game isn’t always easy. Midlife women face very specific challenges that many organisations still fail to acknowledge:

• Menopause and workplace wellbeing: Around 80% of women will experience menopause while still working, with symptoms like insomnia, brain fog and fatigue. Yet, how many organisations actually have policies to support them through this? Unilever, for instance, has introduced global menopause policies offering medical support, flexible working arrangements, and manager training. (Unilever Menopause Guidelines)
• Gendered ageism: Being female and over 50 is, for many, a double penalty. They’re no longer seen as “rising stars”, but they also don’t fit the traditional image of senior leadership. This invisible bias quietly excludes them from promotions, high-visibility projects and leadership pathways.
• The ‘sandwich generation’ effect: Many midlife women are the bridge between generations, caring for adult children, grandchildren, and ageing parents simultaneously. Without flexible working policies, balancing work and personal responsibilities becomes nearly impossible.

Why businesses need midlife women more than ever

These professionals aren’t a “group to manage” — they are a strategic asset. Companies that actively include them and leverage their experience are not just ticking the diversity box — they are driving real results. Here’s why:

• Strategic and emotional intelligence: With 25 or 30 years of experience, these women have seen it all — from economic crises to digital revolutions. Their ability to keep calm under pressure and navigate change is invaluable.
• Natural mentors: They understand how things really work and can guide younger employees with a practical, no-nonsense approach — combining experience with empathy.
• Loyal and productive: Research consistently shows that older workers tend to stay longer, have fewer absences, and approach work strategically, focusing on long-term results.
• Cross-generational connectors: They understand younger generations not just as colleagues, but often as parents too. This gives them a unique ability to bridge generational divides and foster collaboration across the business.

What are companies doing?

Some businesses already understand that the future of talent isn’t just about attracting bright young minds — it’s about building strong, multi-generational teams, where experience drives innovation rather than holding it back.

Let’s look at just a couple of corporate examples:Unilever launched a global menopause support programme offering medical advice, flexible working, and manager training. The policy has reduced absenteeism and improved employee wellbeing and engagement. (Unilever Menopause Guidelines)

Or Lloyds Banking Group, with over 23,000 women over 40 in its workforce, has put menopause at the heart of its wellbeing strategy. Their Menopause Promise includes access to specialist care, wellbeing support, and education for both employees and managers — helping to break the stigma around menopause at work. (More examples: UK Government Report on Menopause and Employment)

These companies aren’t doing this out of goodwill — they’re doing it because they’ve realised that a diverse workforce, where experience and youthful energy coexist, is a stronger workforce.

Conclusion

Talent doesn’t expire at 50. Midlife women bring the skills, experience and strategic vision that companies need to become more resilient, innovative and human. But before businesses can unlock all this potential, they need to recognise it.

Investing in inclusive, flexible policies tailored to their needs isn’t symbolic — it’s a smart business move. When companies actively embrace senior female talent, everyone benefits — employees, teams, clients, and the bottom line.

How Polaris Can Help

At Polaris, we help businesses leave outdated assumptions behind and create workplaces where talent thrives — at every age. Here’s how we can support you:

• Generational diversity audits: We assess how your current policies impact midlife women and identify gaps and opportunities.
• Inclusive policy design: We work with you to create support programmes tailored to this life stage — from menopause and career development to work-life balance.
• Leadership training: We coach managers and leaders to better understand the needs and strengths of midlife women, embedding inclusive leadership practices across the organisation.
• Cross-generational mentoring: We help foster knowledge-sharing between generations — tapping into senior wisdom while embracing next-gen energy.
• Open internal communication: We design campaigns to normalise conversations around menopause, ageism, and career development after 50 — helping to break down taboos and stigma.

Ready to build a workplace where talent flourishes at every stage of life?

📩 Get in touch and let’s create the change your business (and your people) deserve.