Supporting Midlife Women in the Public Sector

The term "midlife women" generally refers to those aged 45-60, belonging to Generation X. The world has never seen a generation of midlife women like us before. They, we, are the most educated, healthy and experienced cohort of women that have ever lived. Alongside the years of expertise and experience that they, we, have gathered, comes the "mid-load" - the pressure of building careers while also nurturing families and parents that might be getting on a bit and needing a little more support. This life stage coincides with menopause for many women, bringing its own joy, spelt JOY!

Midlife can be a challenging time for women in any career. Those working in the public sector face additional, unique pressures that can lead to burnout if not understood and managed correctly. ?

Research carried out by the Fawcett Society in 2022, The Sex and Power Index, showed that 49% of councils were run by women, 22% were politically led by women, and 45% of NHS Trusts. Data gathered by the Women and the UK Economy report 2023, highlighted that 77% of jobs in health and social care and 70% of jobs in education are held by women. Public sector roles often initially appeal to women due to their stability, benefits, and perceived flexibility.

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Whilst the number of women leading councils at an officer level is rising, women have often had to fight their way through gender stereotypes and a lack of promotion opportunities compared to male colleagues to get to and keep those positions. Studies show women's careers and alongside that, their pay, often stagnates in their late 30s, compared to men. This is a time when experience and skill lead to more senior roles but also, for many women, may coincide with the time that they may choose to start a family.

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At home, many women report having to be the keeper of all the fragments, the finder of all the sports kit, the planner of all the events, and the thinker of all the things. As equal as home life and child care may be in some families, women often talk about being the emotional glue that holds everything together.

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At work, a similar pattern continues for many women who take on a disproportionate amount of "office housework" - organizing events, purchasing gifts, planning celebrations, and providing overall emotional caretaking for their workplace. While not promoted or even recognised for this work, it takes precious time and ever more precious energy to keep the organisational wheels greased.

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After years of giving their all, thinking of all the home and family things, sometimes fighting their way up against bias, maybe lacking more senior female role models around them and lacking support, by midlife many women hit menopause and realise that they have less years ahead than have gone before. That question, that 3 a.m. wonder starts to creep in about IS THIS IT? Should I stay, should I go (I’m sure there's a song about that) or is it time to start that thing, business, hobby, plan, that I’ve been pondering on for a while now, waiting for the perfect time………..

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If women get to the point of burnout then this can take a major toll on them, their health, families, careers, and organisations. When midlife women leave due to burnout, organisations lose dedicated employees along with valuable institutional knowledge and memory. With less mentorship and leadership, organisational culture and morale can also decline.

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Causes of Burnout

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Several interconnected factors drive burnout among midlife women in the public sector workforce:

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- Persistent gender gaps in pay and promotions. The most recent data from the Office for National Statistics published in 2021/2 showed that the public sector gender pay gap was 15.5%. The reality is that comparable roles often pay women less. Male-dominated leadership or recruitment processes where senior leaders recruit people similar to them can sometimes make advancement difficult for women.

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- Pressure to take on "office housework" and emotional labour like planning events, nurturing workplace culture, and covering for others. This work often goes unseen and underappreciated.

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- Lack of organisational support on issues like menopause, fertility struggles and the additional needs that may exist for people who care for families or relatives. Taboos persist in some organisations around discussing these topics.

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- Toxic workplace power dynamics and politics that reward aggression and sharp elbows over collaboration and integrity.

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- Intensifying workload and expectations without increased resources and support. The constant pressure to deliver and do more with less feeling unsustainable in the long run.

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Consequences of Burnout

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If women get to the point of burnout then this can take a major toll on them, their health, families, careers, and organisations. When midlife women leave due to burnout, organisations lose dedicated employees along with valuable institutional knowledge and memory. With less mentorship and leadership, organisational culture and morale can also decline.

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Personally, burnout leads to emotional exhaustion and strains relationships. It increases the risk of insomnia, anxiety, depression, heart disease, and more. Unhealthy coping behaviours like overeating, smoking, and drinking often increase.

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Solutions and Support

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While midlife women need support to set boundaries and practice self-care, organisations play a key role. Here are some things to think about:

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- Education on midlife challenges through workshops, speakers, and health campaigns. Break taboos around discussing menopause and other issues.

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- Updated policies on flexible working, promotion equality, menopause support, caregiving leave, preventative health, and more.

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- Training at all levels to build understanding, empathy and skills for supporting midlife women. Ensure leadership buy in.

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- Mentorship and employee resource groups to provide community and advice. Sponsor women through senior leader programmes.

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- Flexible work arrangements to accommodate caretaking needs and improve work-life balance.

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- If midlife women leave then make sure you have an exit interview and try and learn from the findings. ?

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- Clear standards and accountability on pay gaps, hiring, promotions and retention of midlife women. Keep a close eye on what the data is telling you.

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With the right holistic organisational and personal strategies, midlife women can continue working in public sector organisations in a healthier and happier way, for longer, learning, sharing, shining and making sure that colleagues and communities have access to their skills and experience for years to come.

Hi, I’m Sarah ??I talk about knackered midlife women, public sector, burnout and practical ways to find your midlife mojo(y) and mission. I work 1-2-1 with public sector female leaders, facilitate groups and deliver leadership development and consultancy. I also provide mentor coaching for coaches.

Want to find out more about how I can work with you ? send me a DM.