Why Midlife Women Matter: More on The Midlife Collision
In this episode of the Middling Along Podcast I had the pleasure of speaking with the incredible Dr. Lucy Ryan. Lucy is a leadership coach, consultant, and author, and she’s fervently dedicated to advancing women's professional development. With a Masters in positive psychology, she lectures in positive leadership at the University of East London and is an honorary research fellow at the University of Liverpool. Lucy's impactful works include "Lunchtime Learning for Leaders" (2021) and her recent book, born from her doctoral research, "Revolting Women: Why Midlife Women Are Walking Out and What to Do About It," published by Practical Inspiration Publishing.
Challenging the "Woman Problem"
During our discussion, we delved deep into issues that many midlife professional women face. One of the most striking passages from Lucy's book reads:
"The middle-aged woman is either too mad, bad, or sad to take on a serious leadership role with her responsibilities and physical problems proving unassailable, or she's not available. This is the woman problem: that women can only blame themselves for their lack of success in the promotional field, their lack of self-confidence, or their inability to juggle. Women are not confident enough, ambitious enough, or resilient enough. They must lean in and attend more workshops. They don't sell themselves well enough. Their bodies let them down. They're not young enough, pretty enough, or thin enough."
This passage not only captures the essence of Lucy's insightful book but also highlights societal biases that continue to undermine women in the workplace.
The Broader Landscape
Through her extensive research, Lucy pinpointed three critical pillars for the exodus of women at midlife: the maintenance of power, the collision of midlife changes, and a revolution against gendered ageism. Remarkably, Dr. Ryan faced considerable resistance when proposing her doctoral thesis, as the topic was deemed "unpublishable" and "uninteresting" by various institutions. However, with persistence and the support of influential figures like Dorothy Byrne, she succeeded in bringing much-needed attention to an under-researched area.
Personal Stories and the "Midlife Tsunami"
Lucy interviewed 40 women from diverse backgrounds, reflecting a wide spectrum of midlife experiences. What emerged was the concept of a "midlife tsunami," where professional responsibilities collide with caregiving, menopause, and other personal transitions. Astonishingly, 70% of her interviewees were grappling with significant life changes yet often lacked support from their organizations.
The Call for Change: Organizational Support and Flexibility
The conversation underscored the urgent need for organizations to become menopause-friendly and provide flexible working arrangements. By normalizing discussions about menopause and offering adaptable working conditions, companies can better support their female employees. "Menopause-friendly" shouldn't be a buzzword but a cornerstone of workplace inclusivity.
Provocations for Change
In her book Lucy outlines ten ‘provocations for change’, urging organizations to take concrete steps toward gender equality. Here are just four of them:
1. Take Gendered Ageism Seriously: Incorporating gendered ageism into the diversity agenda and tracking relevant data can shed light on the systemic issues that push women out.
2. Midlife Check-Ins: Implementing midlife MOTs (akin to annual reviews) for employees to discuss their needs and challenges can provide crucial support during turbulent times.
3. Flexible Work Arrangements: Embracing more creative and flexible work solutions, such as job sharing, can accommodate the various stages of an individual's career.
4. Sponsor Midlife Women: Mentoring programs need to extend beyond early career stages. Sponsors can help women navigate organizational politics and excel in senior roles.
Encouraging a Noisy Revolt
To sum up, Lucy champions a noisy revolution. Encouraging women to voice their needs and organizations to embrace flexibility and inclusivity. As she aptly states, "Every revolution starts with a conversation," highlighting the necessity for open dialogues about midlife challenges both within and outside the workplace.
Lucy’s research has garnered significant attention, and she hints at a potential follow-up study focusing on men at midlife, another underserved topic. As we close this chapter, it’s clear we all have a part to play in creating a more equitable workplace for everyone.
For those interested in learning more, I highly recommend grabbing a copy of "Revolting Women."