Lifting the second glass ceiling

Lifting the second glass ceiling

How to empower women to remain productive in the workplace for longer.

How to empower women to remain productive in the workplace for longer.
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Group of diverse businesswomen laughing while standing together in front of a blue background
Group of diverse businesswomen laughing while standing together in front of a blue background
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Lifting the Second Glass Ceiling explores why women around the world are leaving the workforce early and not necessarily out of personal preference. It looks at what the factors driving this and the potential benefits to individuals, organizations and society as a whole that can be realized if women are supported to remain in the workforce for longer.

Key findings of the Second Glass Ceiling insight report

  • The research, which includes polling of more than 5,000 women on four continents, finds that 42% of working women globally agree that it is uncommon to see older women in positions of leadership.
  • When women leave the workforce early or before they have the opportunity to reach senior positions – whether because of caring responsibilities, structural factors or because their presence is not valued – this can contribute to significant productivity losses, rob organizations of talented people, and remove mentors who can draw on their experience to guide newer members of staff.
  • The aim of this report is to reframe the conversation around women in work. Rather than see the considerations facing this group as a challenge, we all stand to gain by lifting the Second Glass Ceiling and seeing this as an investment in current and future generations and a means to ensure diversity.
  • Ultimately, it is an opportunity to boost growth, enhance innovation and accelerate progress towards a sustainable world.

Key recommendations of the Second Glass Ceiling insight report

  • Recognize the benefits of lifting the Second Glass Ceiling

    Individuals, organizations, and society all stand to gain from tackling the departure of women. Ultimately, it is an opportunity to boost growth and innovation and accelerate progress towards a sustainable world.
  • Open the dialogue

    Ask women what they want – and act on it. Looking at what is driving women to leave the workforce early can help to uncover solutions that can reverse the trends and enable more women to thrive. Ensure support is available and accessible Women can only access support around menopause or any other factor if it is first available and they are aware of what is on offer. Employers can partner with employees to embed a supportive culture.
  • Flexibility can be an asset

    Small adjustments can make a big impact. Where possible, providing flexibility in how, when and where people work can greatly lessen the stress on those who might otherwise choose to leave the workforce.
  • Institute a broader culture of care

    Taking a holistic approach to address the needs outlined in BSI’s Prioritizing People© model framework can strengthen trust and engagement and, in turn, result in a more resilient organization.
  • Share best practice

    As with lifting the original glass ceiling, collaboration between organizations and a willingness to share what strategies are working can help accelerate progress to a sustainable world.

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