September 9, 2025: 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%) say that they think their generation will attain leadership positions to the same degree as men. In the US, this optimism is even lower, with only 39% of women confident their generation will achieve gender pay parity. The findings have been published as part of BSI’s 2025 Lifting the Second Glass Ceiling report, which shows a sharp global decline in women’s confidence 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.
The report draws on the views of 6,500 working women across seven countries, including nearly 1,200 US respondents, and shows that creating a culture of care in workplaces by investing in formal and informal support around areas including menopause, cancer support or miscarriage, as well as greater flexibility and other adjustments, can be critical to retaining women in the workforce.
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 just 43% in 2025, with only 47% expecting this to change for women in future generations.
Amidst global concerns about productivity rates and absenteeism, the research from BSI shows that one in five women globally (21%) anticipate ending their careers early.
Crucially, the data suggests these departures are not always driven by personal choice, with barriers including physical health (cited by 27%), menopause (21%), and pay imbalances continuing to push women out before their time. For US women, 73% said tax or pension incentives would be key to remaining in the workforce longer, while over four fifths (81%) noted improved support for chronic and other illness such as cancer would be welcomed.
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 - 76% of respondents agreed with this, with the figure rising to 83% of those who have been pregnant, and a similar 71% calling out paternity leave. In the US, 76% also cited improved support for maternity and return to work as valuable, and 70% for paternity and return to work. Yet, the data also 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 return to office mandates continue to be announced by major firms, the research finds that although 65% of women globally work in person, 78% want greater flexibility in where or when they work, and four in ten believe this would directly support their ability to stay in the workforce longer. This desire for flexibility is mirrored in the US, with 78% of US women also valuing flexibility in where or when they work.
The data bears this out; women who reported experiencing menopause, difficult pregnancies or mental health challenges said that working flexibly enabled them to remain productive. While 17%, for those who took time off for reasons related to menopause, 32% either worked flexibly, or had other adjustments made so they did not need to be absent. 24% said this of difficult pregnancies, whereas 30% said flexibility or adjustments kept them from taking time off.
Expectations of employers
While 55% globally say they would prefer to deal with issues like miscarriage, difficult pregnancies or menopause in private, 69% say that, should they be experiencing one of these issues, they would personally welcome support from an employer to help them remain in the workplace, ranging from paid leave to flexibility or access to healthcare support.
In the US, two thirds (61%) would prefer to deal with these issues in private, yet 70% would personally welcome support from an employer to help them remain in the workplace. Furthermore, 69% of US women would want their employer to have a clear process and approach to women experiencing these challenges. Notably, two thirds (67%) would like formal policies for difficult pregnancies, miscarriage or baby loss, and 62% would like these for neurodivergent conditions globally. For US women, 70% would find formal policies for difficult pregnancy/miscarriage helpful, 79% for mental health or wellbeing issues, 65% for neurodivergent conditions, and 52% for fertility. Of those that do have policies in place, globally the majority (86%) say they are effective. In the US, only 31% of respondents are aware of formal policies around women's health, but of those who do have policies, 78% see them as effective.
Yet, while some policies are in place, the majority of respondents said they have never heard their employer talk about common issues affecting women, including menstruation (56%), fertility challenges (64%) and difficult pregnancies or miscarriage (61%), and there remains considerable reservations about raising personal well-being issues with employers. For example, only 29% would be comfortable raising fertility or miscarriage issues with a male line manager, compared with 56% with a female manager. In the US, 69% have never heard their employer talk about fertility challenges, 64% about difficult pregnancy or miscarriage, and 65% about menstruation. Meanwhile, only 23% of US women said they would be comfortable bringing any type of personal health or wellbeing issue to a male line manager.
Menopause Gap
In a sign of progress, the data suggests a rise in knowledge of formal policies to address personal health and wellbeing issues such as menopause and health related to menstruation. In 2023, when BSI published the world’s first workplace standard on accommodating menopause in the workplace, only 7% globally were aware of these policies within their organization, compared with 44% today. Yet today, 60% say they have never heard their employer talk proactively about menopause support, and only 11% say their employers regularly communicate about the available support, contrasting the 69% that would want their employer to proactively have a clear process for women experiencing menopause.
In the US, 69% of women have never heard their employer talk about menopause. While there has been increased momentum around menopause awareness and support in the US, comprehensive national policies remain limited. The Advancing Menopause Care and Mid-Life Women’s Health Act (2024) bipartisan bill, introduced by Republican Senator Lisa Murkowski and Democrat Patty Murray, proposes a $275 million investment over five years to enhance menopause care and mid-life women's health, but is yet to be passed into law. However, in June 2025, Rhode Island’s governor signed into law new requirements around workplace protection for those experiencing menopause, essentially putting it on a par with pregnancy, childbirth, and related medical conditions.
Anne Hayes, Director of Sectors and Standards Development, 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.
“Policymakers and employers can fast track change by proactively removing barriers to the retention of experienced women, such as financial inequalities and support for those seeking to balance health issues and family life with work.”
Kate Field, Global Head Health, Safety and Well-being, BSI said: “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. 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. Adaptable arrangements that support well-being through pregnancy, fertility, menopause, and beyond are critical at a time when concerns about productivity and absenteeism are significant. Our research shows that a compassionate culture isn’t just good for people, it’s good for business.”
Download the full report here
About the research
BSI’s 2025 Global Second Glass Ceiling Study is based on quantitative data collection and desk research conducted with input from BSI, FocalData and Burson. We conducted a multi-sector opinion poll of 6,494 women in the workforce in the UK, India, Japan, China, US, Germany and Australia.
About BSI
BSI is a business improvement and standards company that partners with more than 77,500 clients globally across multiple industry sectors. BSI provides organizations with the confidence to grow by working with them to tackle society’s critical issues – from climate change to building trust in AI and everything in between - to accelerate progress towards a fair society and a sustainable world.
For over a century BSI has been recognized for having a positive impact on organizations and society, building trust and enhancing lives. Today BSI engages with a 15,000 strong global community of experts, industry and consumer groups, organizations and governments to deliver on its purpose by helping its clients fulfil theirs.
BSI is appointed by the UK Government as the National Standards Body and represents UK interests at the International Organization for Standardization (ISO), the International Electrotechnical Commission (IEC) and the European Standards Organizations (CEN, CENELEC and ETSI).
To learn more, please visit www.bsigroup.com
