As someone who has built a career across diverse industries—from global sales leadership in health and wellness to being the Co-CEO and Cofounder of a computer vision company to founding The Pause AI Technologies, a company focused on helping women navigate perimenopause and menopause using AI —I have seen both the incredible potential and challenges faced by women in the workforce. In recent years, I have watched the technology sector, in particular, struggle to retain female talent, especially around the midpoint of their careers. The question we must ask is: Why are so many women leaving tech jobs mid career?
The statistics are concerning. Research shows that 56% of women in technology leave their jobs by the midpoint of their careers, a significantly higher percentage than men. In fields like artificial intelligence, where women make up only 25% of the workforce and hold a mere 12% of high-level research or leadership roles, the attrition rates are even more troubling.
From my own experience, I can relate to many of the challenges these women face. Transitioning from a successful global sales career in health and wellness into AI, I’ve had to navigate both personal and professional obstacles. I have seen how these challenges can feel insurmountable without the right support. But I have also seen how creating the right environment—where women feel valued and supported—can change everything.
Barriers to Career Growth and Advancement
One of the most pressing reasons women leave tech roles mid-career is the lack of opportunity for advancement. While women are often brought into entry-level and mid-level positions, they encounter barriers as they try to climb the leadership ladder. A SHRM study found that only 61% of women feel encouraged by their managers to pursue career growth, compared to 71% of men.
In AI specifically, Deloitte’s Global AI Institute points out that women are underrepresented in senior roles, and that lack of clear leadership pathways contributes to this attrition . Without mentorship, sponsorship, or access to the networks that are essential for career progression, many women find their opportunities for advancement limited. This not only stalls career growth but also leads to dissatisfaction and, ultimately, an exit from the workforce.
Burnout and the “Invisible Load”
The burnout women experience, especially in leadership or high-pressure technical roles, is another significant factor. Women in technology are often expected to take on additional, unpaid responsibilities, from mentoring junior staff to leading diversity initiatives, without corresponding recognition or compensation. In fact, women are 41% more likely than men to feel they need to prove themselves continuously
This invisible load of work, combined with long hours and the need to balance personal responsibilities, leads to a level of burnout that becomes unsustainable. Unlike their male counterparts, women in tech often lack the structural support—such as equitable pay, recognition, and flexible working arrangements—that would help them manage these demands.
Family Responsibilities and Work-Life Balance
For many women, the midpoint of their careers coincides with the peak of family responsibilities, such as caring for children or aging parents. While caregiving is still disproportionately shouldered by women, tech companies, especially in fields like AI, are often inflexible in terms of working hours and expectations.
The inability to balance both work and home responsibilities drives many women out of the workforce. Even when flexible work arrangements are available, women often feel reluctant to use them for fear of being perceived as less committed, which can hinder their career progression
This flexibility gap compounds the pressures women face, leaving them with few viable options other than exiting their roles.
Mid Career Health Considerations: Menstrual Challenges, Perimenopause, Menopause and Beyond
As women reach mid-career, health issues such as menopause become another critical, often overlooked factor. Menopause-related symptoms like fatigue, memory lapses, and anxiety can severely impact performance, yet few workplaces have policies or even discussions around this stage of life. When these health issues are compounded by an already demanding work environment, many women feel unsupported and leave their positions as a result. A UK based company, Simply Health, surveyed 2000 women age 40-60 and found that 23% wanted to quit their jobs due to lack of support for menstrual challenges, perimenopause, and menopause.
Addressing the Crisis: Solutions for Retaining Women in Technology and AI
To address the systemic issues driving women out of tech and AI roles, companies must adopt a more inclusive approach:
- Flexible Work Arrangements: More than just offering remote work, companies need to create flexible environments where women can manage their professional and personal responsibilities without fear of judgment or penalty.
- Returnship Programs: Initiatives like IBM’s Returnship Program offer women the chance to re-enter the workforce after a career break. These programs provide mentoring and upskilling, helping women transition back into technology roles with confidence.
- Clear Leadership Pathways: Companies should focus on creating visible pathways to leadership specifically for women. Sponsorship programs that pair women with senior leaders can help bridge the gap between mid-level roles and executive positions .
- Health and Wellbeing Support: It is critical to address women’s health challenges—from mental health support to menopause-related issues. Companies that recognize these needs and provide resources for women to navigate these challenges will retain more of their female talent.
My AI Journey: A Personal Perspective
I have been in the AI space since 2018, and in that time, I have led teams and worked on innovations that aim to change the world. As the CEO of The Pause AI Technologies, my goal has been to create a culture that not only supports women but actively seeks to empower them. My team includes strong female leaders in both technical and strategic roles because I understand firsthand the importance of diversity in thought, experience, and leadership.
The same strategies I employed in health and wellness—leading with empathy, focusing on resilience, and encouraging adaptability—are the same principles I bring to AI leadership. The future of AI, like any industry, will be shaped by those who feel supported and empowered to bring their best selves to work. If we are to ensure women stay in tech and AI, we need to build workplaces that accommodate their needs and aspirations.
Conclusion: Retaining Women in Technology
Women in technology and specifically – AI represent the future of innovation, and their contributions are critical to the advancement of these fields. Companies that fail to address the challenges women face at the midpoint of their careers will not only lose top talent but will also miss out on the diversity of thought that drives better business outcomes. By implementing more flexible, supportive, and inclusive policies, we can retain these women and ensure that technology is shaped by the most capable minds, regardless of gender.
References:
- Deloitte. (2023). The state of women in AI today. https://www2.deloitte.com/us/en/pages/consulting/articles/state-of-women-in-ai-today.html
- SHRM. (2022). Women in leadership: Unequal access on the journey to the top. https://www.shrm.org/topics-tools/news/technology/viewpoint-many-women-quitting-technology-sector-jobs
- BBC. (2023). Menopause and job quits. https://www.bbc.com/worklife/article/20240408-menopause-women-job-quits
- McKinsey & Company. (2023). Closing the women’s health gap: A $1 trillion opportunity to improve lives and economies. https://www.mckinsey.com/mhi/our-insights/closing-the-womens-health-gap-a-1-trillion-dollar-opportunity-to-improve-lives-and-economies
- AI Index. (2023). Women in AI statistics. https://artsmart.ai/blog/women-in-ai-statistics
