PETALING JAYA: Noor Wahida Abd Ghani made a life-changing decision at the age of 36. Despite a 17-year-long corporate career as an assistant manager, she chose to quit her job to focus on raising her daughter. The demands of her job had kept her away from her daughter for long hours, and she didn’t want to miss out on any more precious moments with her child. Wahida expressed her dissatisfaction with the work-life balance she had while juggling her career and motherhood responsibilities.
Her decision to leave her job led her to start a business in the automotive industry with her family. This new venture has given her the opportunity to spend more time with her loved ones and has brought her a sense of fulfillment that she was missing in her previous job.
The trend of women in their mid-40s to mid-50s rejoining the workforce after taking a career break is on the rise. These women are seeking more flexibility in their work arrangements to meet their caregiving duties. Data from the Statistics Department’s Labour Force Survey shows an increase in women’s participation in the labor force, particularly among those aged 45 to 54.
In the last quarter of 2023, women in this age group saw a significant increase in employment, with 1.1 million women employed compared to 942,000 in the same quarter of 2022. Many women in this demographic are returning to work after taking time off to raise children, often due to a lack of support from employers for working mothers.
According to Chai Sen Tyng, a senior research officer at the Malaysian Research Institute on Ageing (MyAgeing), these women faced challenges in the workforce during their childbearing years, which led them to leave their jobs. They are now looking for freelance or flexible job opportunities that allow them to balance work and caregiving responsibilities.
Chai also highlighted the need for retraining and adjustments for older women re-entering the workforce full-time. He noted that age discrimination is a common issue faced by older workers, including women.
Women’s underrepresentation in Malaysia’s labor market is a persistent issue, with data showing that women make up a smaller percentage of the workforce compared to the working-age population. The Khazanah Research Institute (KRI) report “The Malaysian Workforce: A Changing Landscape” revealed a decline in women’s participation in the workforce as they age, termed as the “disappearing women” phenomenon.
Dr. Lai Suat Yan, a senior lecturer in gender studies at Universiti Malaya, emphasized the importance of structural support, such as childcare facilities and flexible work arrangements, to enable women to rejoin the workforce. She also called for a shift in societal norms regarding the division of caregiving responsibilities between partners in a family.
Usha Devi, a human resource expert, noted that many mothers in their 40s who no longer have childcare concerns are eager to return to work. Employers can attract this group by offering flexible working arrangements, such as adjusted hours or schedules. Organizations can tailor their work structures to accommodate different groups of women, catering to their diverse needs and preferences.
Universiti Kebangsaan Malaysia’s Critical Media Studies Assoc Prof Dr. Jamaluddin Aziz highlighted that women rejoining the workforce come from various backgrounds, including those pursuing further studies or starting their own businesses. Regardless of their reasons for returning to work, organizations must create inclusive environments that support the career progression of women at all levels.
