Two-fifths (41%) of women globally expect that the gender pay gap will be closed for their generation, according to research by British Standards Institution (BSI).
Its 2025 Lifting the second glass ceiling report, which surveyed 6,500 working women across seven countries, also found that in two years, women’s optimism on reaching gender pay parity has dropped from 57% to 41%. Confidence in receiving the same flexibility and support to remain in the workforce as men has fallen from 59% to 43%, with only 47% expecting this to change in the future.
Barriers including physical health (cited by 27%), menopause (21%), and pay imbalances have pushed women out of the workforce. Almost three-quarters (71%) said pay parity with male colleagues would help them remain in the workforce for longer, along with tax or pension incentives and support for chronic and other illness such as cancer (77%).
One-fifth (21%) reported caring responsibilities for parents or elderly relatives as a barrier to remaining in the workforce, and 76% said improved support for maternity and return to work would help them stay, rising to 83% among those who have been pregnant. Two-fifths (44%) expect that for the next generation, caring for parents and children will be equally distributed between men and women.
Three-quarters (78%) want greater flexibility in where or when they work, and four in 10 believe this would directly support their ability to stay in the workforce longer.
Of the 17% who took time off due to menopause, 32% worked flexibly or had other adjustments. While 55% would prefer to deal with miscarriage, difficult pregnancies or menopause in private, 69% would welcome employer support to help them remain in the workplace, and 67% would like formal policies. Of those that do, 86% said they are effective.
More than half (56%) have never heard their employer talk about menstruation, along with fertility challenges (64%), difficult pregnancies or miscarriage (61%), and menopause support (60%).
Anne Hayes, director of sectors and standards development at BSI, said: “Our research makes clear that, while globally there is increased focus on retaining experienced women with some employers already taking proactive steps, not least around menopause support, the impact has been limited. Too many women are still hitting the second glass ceiling and leaving the workforce prematurely, not by choice but due to persistent structural barriers.
