Why Women Become Invisible Over Time

Imagine this: You’ve just turned out 40, experienced, and have built a career on skills you thought would make you invaluable. But as the years go on, it can feel like all that hard-won expertise has started to blend into the background. “Being invisible” isn’t about not being seen—it’s about that subtle shift, where seasoned professionals, especially women, begin to feel sidelined. The world says it values experience, yet many women over 40 find themselves struggling to be heard, recognized, or to pivot into new roles as industries change.

This is a topic that’s been on my mind for quite some time, and here, I’d like to share key insights and observations from my community and partially my own journey.

Career Invisibility

Career “invisibility” among women over 40 comes from complex societal, economic, and corporate biases. Many experienced women report a sense of gradually being overlooked in favor of younger, “fresh talent.” It’s not that their skills or contributions have diminished but rather that assumptions about their adaptability, energy, or ambition might be standing in the way. And these biases aren’t always obvious; they often surface as a subtle shift in feedback, a change in project scope, or new responsibilities that don’t quite tap into their core skill sets.

Subtle Signs of Career Invisibility:

Career “invisibility” isn’t just about not being seen; it’s about being subtly sidelined. You’re still doing the work, still adding value, but somehow you’re not in the spotlight as often. You might notice things like:

• Getting fewer challenging projects than before.
• Being passed over for promotions.
• Feeling left out of key meetings or decisions.
• Having fewer networking opportunities come your way.

This isn’t all in your head. These shifts happen gradually, and they can lead to career stagnation if you don’t take action. But the good news is that you can take action.

The Pitfalls of Career Building Over 40

There are numerous barriers that women over 40 encounter on their career paths, especially as they seek advancement or transition. These barriers stem from a combination of internal and external challenges.

External Pitfalls:

• Many workplaces harbor an extended age bias, often favoring younger employees in recruitment and development.
• Women may still be considered into support roles, with fewer opportunities to advance into strategic leadership roles.
• Corporate networking opportunities tend to skew younger, leading to fewer informal spaces where more seasoned professionals can showcase their knowledge.

Internal Pitfalls:

• Years of hidden biases can erode confidence, leading women to question their value.
• With rapid technological shifts, many fear that their skills have not kept pace, even if they are highly capable.
• Decades of loyalty to one organization can sometimes backfire if that loyalty isn’t reciprocated when new opportunities arise.

These pitfalls are not inevitable, but they can disrupt career growth if unaddressed. So, how can women over 40 navigate these challenges?

Use Strengths as a Mature Expert

Here’s the deal: companies need experienced people who know how to navigate complex problems, mentor others, and see things from a bigger perspective. It’s just a matter of showing that your skills aren’t just relevant—they’re essential.

Ways to Show Your Value:

• Use specific stories to show how your experience drove positive results, like increasing revenue, improving processes, or solving tough challenges.
• If you can attach numbers to your achievements (revenue, cost savings, efficiency), do it. Concrete proof works wonders.
• Talk about how you’ve kept up with industry changes, learned new skills, and adapted over time.

Practical Strategies to Overcome Barriers

While mindsets can be tough to change, adopting strategic actions can break down the biases and self-limiting beliefs that hold women back.

a) Invest in Continuous Learning

Learning never stops, and staying current on industry trends, technological advancements, and leadership techniques can give you an edge.

• Enroll in Short Courses: Platforms like Coursera, LinkedIn Learning, and Reforge offer focused learning that aligns with your professional goals.
• Seek Certifications: Look for certifications that are respected in your industry. For instance, if you’re in product marketing, HubSpot or other certifications can add weight to your profile.
• Digital Fluency: Brush up on digital skills and platforms that can elevate your expertise—whether it’s data analytics, CRM systems, or project management tools.

b) Network Authentically and Broadly

Networking at 40+ may feel different, but it’s an essential way to stay visible and connected. Aim to make real connections rather than focusing on “advancing” your career.

• Reconnect with Past Colleagues: They understand your career journey and can become strong advocates.
• Attend Industry Events: Workshops, seminars, and networking events are great spaces to share ideas and stay visible.
• Join Mentorship Circles: Many women over 40 find value in both mentoring and being mentored. Seek out groups that focus on shared knowledge exchange rather than hierarchy.

c) Speak Up and Seek Out Projects

Volunteering for projects outside of your usual scope can position you as a valuable cross-functional contributor. By putting yourself out there for challenging or high-impact assignments, you’ll build relationships and showcase your skills to a broader audience within the organization.

Encouraging Organizations to Recognize and Retain Mature Talent

Organizations that cultivate inclusive and diverse workforces are not only morally sound but also proven to be more innovative and profitable. Women over 40 bring a wealth of expertise, and when companies learn to value that, everyone benefits.

Suggestions for Organizations:

• Reduce the influence of unconscious bias in recruitment processes.
• Encourage intergenerational learning, where seasoned professionals can pass on wisdom and younger employees bring fresh perspectives.
• Develop pathways that allow seasoned employees to transition into roles that value their knowledge—such as advisory or leadership roles—without pressure to “keep up” with younger colleagues in all aspects.

Being a woman over 40 in today’s job market can be a challenging experience, but it doesn’t have to mean “invisibility.” The path may not be easy, but with the right perspective, you can turn perceived invisibility into unmistakable impact.

P.S.

Looking for successful examples of women who built their careers after 40?

?Here’s a snap overview:

Vera Wang: After working as a fashion editor and stylist, Vera Wang launched her own bridal wear line at 40. Today, she is a leading designer in the fashion industry, known for her elegant wedding gowns and high-fashion collections.

J.K. Rowling: Best known for the Harry Potter series, Rowling was 32 when the first book was published. However, she faced multiple rejections before finding success. By the time she was in her 40s, she had become one of the best-selling authors in history.

Martha Stewart: Stewart built her lifestyle empire in her 40s after publishing her first book, Entertaining. She became a household name in cooking, home decor, and business, proving that it’s never too late to start a new venture.

Diane von Furstenberg: The fashion designer found renewed success in her 40s when she re-launched her brand, becoming known for her iconic wrap dresses. She is also a prominent advocate for women’s empowerment.

Shonda Rhimes: The creator of hit shows like Grey's Anatomy and Scandal, Rhimes solidified her status in Hollywood in her 40s, becoming one of the most powerful writers and producers in television.