Why We Exist

  • On average it takes job candidates who are 55 and older 33 weeks to find a new job, nearly seven weeks longer than younger workers.  1

 

  • From 1999 to 2015, the US went from having the sixth-highest share of women in the workforce to the 23rd highest worldwide. In 2016 there were about 3 million professional women seeking to resume careers after a hiatus.  2 


  • Highly inclusive organizations generate 2.3 times more cash flow per employee, 1.4 times more revenue and are 120% more capable of meeting financial targets.  3


  • 43% of highly qualified professional business women with children leave careers for an extended period of time, 60% never return to full time professional roles.   4


  • A recent report by The New York Times and ProPublica revealed the discriminatory practice of several major employers leveraging digital targeted ads only seen by candidates 26 to 35 years old, denying older workers the chance to even learn of these opportunities.   5


  •  With Americans working later in life than ever, ageism is becoming normalized. Reports of age discrimination increased 44 percent from 1999 to 2014.   6 


  • A recent question posed by an executive recruiter to the hiring committee for a board of trustees “Do you want to screen out women over 50 from the candidate pool? Most of our clients won’t consider hiring them.”   7



  

  1. Cose, Ellis. “Why It Makes Sense No Sense To Fire Older Workers” 28 Oct 2009
  2. Kitroeff, Natalie. “Why Are So Many Women Dropping Out of the Workforce?” 28 May 2017  
  3. Corporate Executive Board. Creating Competitive Advantage through Workforce Diversity 2012
  4. Light, Paulette. “Why 43% of Women with Children Leave Their Jobs” 19 Apr 2013
  5. Scates, Karen. “Hiring Trends - The Shift Toward Experienced Workers” 28 Dec 2017
  6. McDermott, John. “Age Discrimination in the Workplace is on the Rise - But It’s Hard to Prove” 12 Dec 2016
  7. Litwin PhD, Anne. “Five Reasons You Should Hire an Older Woman” 24 Oct 2017