💡 “We broke the glass ceiling,” they said. “Women are in leadership now,” they said. But no one warned us there was another one ahead.

If you’re a woman who has climbed the corporate ladder, you probably thought the hardest part was getting there. But many women are discovering that, once inside, there’s another invisible barrier: the second glass ceiling. That moment when, suddenly, experience turns into invisibility, and career progression starts slowing down for no clear reason.

📌 The statistic that says it all: 42% of women feel it’s uncommon to see older women in leadership roles. Where are they? Why do they disappear?

If this sounds familiar, keep reading.

What Is the Second Glass Ceiling and Why Does No One Talk About It?

The theory is simple: once women break the glass ceiling, their careers take off. The reality? Many of them quietly vanish from the picture before their time.

🎯 It’s not just ageism (although that plays a role). It’s a mix of:
✔ Age and gender bias: Too young to lead? Too old to innovate? There’s always an excuse.
✔ Lack of role models: If the leadership team photo only features men, what message is being sent?
✔ Rigid workplace culture: Policies that fail to adapt to real-life needs (flexibility, menopause support, etc.).
✔ Traditional expectations: Because there are still people who assume women should prioritise caregiving, no matter how demanding their job is.

Bottom line? Companies talk a lot about attracting female talent, but far too little about retaining it.

When Careers Stall: The Impact on Businesses and the Economy

This is the part where businesses should start paying attention.

📌 Losing experienced female talent isn’t just a diversity problem – it’s a business problem.

💸 Every time a woman with leadership potential leaves, companies lose:
🔹 Expertise that isn’t easily replaced.
🔹 Diverse perspectives, essential for innovation.
🔹 Mentors and role models for future generations.

Meanwhile, companies that actively retain these women are gaining a competitive advantage in the talent race.

How to Prevent Female Talent from Leaving – And Keep Careers Thriving

📌 Women are not “choosing” to leave their careers. They are being pushed out by corporate cultures, limited opportunities, and policies that make staying unsustainable.

💡 Here’s what companies can do to turn things around:

1️⃣ Redesign Leadership to Be Inclusive at All Career Stages

• It’s not enough to have more women in leadership. Companies must ensure they continue progressing into their 40s, 50s, and 60s.
• Stop tying promotions to who can travel the most or work the longest hours in the office – these outdated measures exclude valuable talent.

2️⃣ Eliminate Proximity Bias – Reward Results, Not Office Presence

• If career progression depends on who is physically in the office most often, the gender gap will persist.
• Implement performance-based evaluations that measure impact, not just visibility.

3️⃣ Make Flexibility the Norm, Not a Perk

• Hybrid work should not be reserved for certain teams – it must be equally available to all employees.
• Ensure that flexibility does not result in fewer career opportunities.

4️⃣ Acknowledge and Support Life Transitions, Including Menopause

• Implement workplace policies that recognise the impact of menopause on productivity and provide the necessary support.
• Normalise discussions around menopause so it isn’t treated as a taboo.

5️⃣ Promote Mentorship and Sponsorship for Women at Every Stage

• Women in leadership must be more than just symbolic figures – they should have structured pathways to support and uplift those following in their footsteps.
• Encourage mentorship programmes that benefit both junior and senior women professionals.

6️⃣ Change the Internal and External Narrative of the Company

• Brands that market themselves as inclusive must ensure their internal culture aligns with this message.
• Diversity efforts must go beyond International Women’s Day, creating real, measurable change within the organisation.

Women Aren’t “Leaving” the Workforce – They’re Being Pushed Out

Companies that continue to say, “Women are choosing to leave”, should be asking why.

🚀 Businesses that acknowledge the issue are already leading the change – and attracting top talent.

At Polaris, we help businesses:
✅ Develop communication strategies that position women in leadership.
✅ Review internal policies to ensure equal career opportunities at all ages.
✅ Build brand narratives that reflect real diversity – not just for show.

📩 Ready to lead without an expiry date? Or better yet, ready to change the rules within your company? Let’s talk.