At the beginning of their careers, women are considered “too young” and inexperienced to get more responsibilities take on leadership roles. When they enter their thirties, aka what is socially considered “child-bearing age,” they are expected to focus on raising their children rather than growing their career. Again, they get overlooked and passed on for promotions.
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While businesses are working hard to appeal to the younger candidates, their existing employees feel disengaged and unappreciated. At the same time, Baby Boomers are pulling the workplace dynamic at the opposite side of the spectrum. For the past decade, there is an increased trend of late retirement. Organizations, facing serious talent shortages, lure this demographic back into the workplace offering them their old jobs back or part-time and project-based arrangements.
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With Baby Boomers deferring retirement and Gen Zers joining the workplace in large cohorts, complemented by the already established Millennials and Gen Xers, team managers nowadays face new challenges they aren’t equipped to overcome. They often lead workers who are both much older and much younger than them, adding challenges to the traditional leader-follower relationship.
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We should stop expecting that women will change to fit the needs of the workplace. The workplace needs to reform itself to adjust to the needs of its female employees. The sooner, the better. We need New Age Leaders to pave the way towards the diverse workplace. We need them to help us reimagine gender roles at work.
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