New research has revealed that only two fifths (41%) of women globally expect that the gender pay gap will be closed for their generation, while less than half (46%) think their generation will attain leadership positions to the same degree as men. In the U.S., this optimism is even lower, with just 39% of women confident their generation will achieve pay parity. The findings have been published as part of BSI’s 2025 Lifting the Second Glass Ceiling report, global decline in women’s confident about their prospects at work in comparison to previous surveys, yet no change in the proportion expecting to leave work before reaching retirement age, and not necessarily out of choice.
In just two years, women’s levels of optimism on reaching gender pay parity have dropped from 57% to 41% globally, while the proportion of women who are confident that they will attain leadership positions to the same degree as men has dropped from 60% to 46%. Confidence in receiving the same flexibility and support to remain in the workforce as long as men has also fallen significantly, from 59% to 43% in 2025, with only 47% expecting this to change for women in future generations.
Amid global concerns about productivity rates and absenteeism, the research shows that one in five women (21%) anticipate ending their careers early.
Crucially, the data suggests these departures are not always driven by personal choice, with barriers including physical health (27%), menopause (21%), and pay imbalances continuing to push women out before their time. For American women, 73% say tax or pension incentives would be key to remaining in the workforce longer, while over four fifths (81%) note improved support for chronic or other illness such as cancer would be welcomed.
“Our research makes clear that, while globally there is an increased focus on retaining experienced women with some employers already taking proactive steps, not least around menopause support, the impact has been limited,” says Anne Hayes, director of sectors and standards development at BSI. “Too many women are still hitting the second glass ceiling and leaving the workforce prematurely, not by choice but due to persistent structural barriers.”
Caregiving responsibilities persist as a constraint: 21% of women report caring responsibilities for parents or elderly relatives as a barrier to remaining in the workforce, and 12% cite the demands of looking after grandchildren. Women are unequivocal that improved support for maternity and return to work would help them stay in the workforce. Yet, the data shows that only 44% globally expect that for the next generation workforce, caring for parents and children will be equally distributed between men and women.
As RTO mandates continue to be announced by major firms, research finds that although 65% of women globally work in personal, 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.
“Women’s confidence about their prospects at work are in dramatic decline. There is an urgent need for intervention with a true culture of care, employers must take a holistic view of the experiences that shape women’s working lives and respond to them,” says Kate Field, global head health, safety, and well-being at BSI. “This includes clear, well-communicated policies, having both formal and informal support on offer, and ensuring managers are equipped to respond with empathy and discretion.”
