Women in Retail Leadership Circle wants to celebrate women who have reinvented themselves and their careers after the age of 40! We’re creating a list of women in the retail industry who are dismissing the notion that 40 is “past your prime.” This new report, The New Next Gen: The Women Who Are Transitioning Their Careers for a Successful Second Act, will highlight women who are reinventing, leaning in, and making career changes later in life. It’s designed to spotlight women leaders who have proven they have more in front of them than they have behind them.
We’re seeking experienced women who will inspire future generations of female leaders, and we’d love to hear from YOU to make this report the best it can be. Please nominate any female entrepreneurs who took risks and started their careers over again (e.g., launched a new company, changed industries, etc.) after the age of 40. Don’t be shy, you can also nominate yourself! Submit your nominations by no later than Wed., Dec. 30.
The Impact of COVID-19 on Women in the Workplace
In this Inner Circle, we have a compelling article about how the COVID-19 pandemic has disproportionately impacted working mothers and how that can potentially translate to less women in the workforce. This is especially disappointing because right now there are more female CEOs than ever, and a lot of them are in retail. A record 41 female CEOs are slated to soon be running Fortune 500 companies, The Wall Street Journal reported. Last week, DICK’S Sporting Goods announced that its current president, Lauren Hobart, will be elevated to CEO next year. When Hobart takes over in February, at least 10 of the Fortune 500’s 41 female CEOs are expected to be leading retail chains.
In recent years, the retail industry has tried to consciously promote senior female talent to make up for the disproportionate number of men, and it looks like their work is slowly, but surely, paying dividends. With the progress the retail industry has made in this arena, it’s especially crucial that companies be flexible with employees, especially women, during these unprecedented times and come up with plans to account for their roles as both earners and caregivers. We don’t want to cede the progress we’ve made.
What are your thoughts about women leaving the workforce due to the COVID-19 pandemic? I’d love to hear from you! Drop me a line at email@example.com.