Meet the Old Ladies Against Underwater Garbage

WHAT’S ON DECK

• Tell Me More: Women Over 60 Aren’t Slowing Down—They’re Showing Us the Way Forward

• Troublemaker Spotlight: Elaine Welteroth, Founder, birthFUND, Award-Winning Journalist, and Author

• Dear FQ: Can I Ask for a New Title With My Salary Increase?

• Poll the Pack: 4 Irreplaceable Workplace Skills

TELL ME MORE

How contributions from women over 60 are making the environment and the office a better place for everyone

What does Earth Day look like for a group of women in their 60s, 70s, and 80s? For members of Old Ladies Against Underwater Garbage (OLAUG), it’s like every other day: Go for a rigorous swim and protect Cape Cod’s aquatic ecosystems, one piece of trash at a time. 

OLAUG is a 30-member strong organization of women ages 64 to 85 (with a crowded wait list), highlighting the important role women play in the climate crisis. More than that, this group of powerful changemakers is a prime example of how women are uniquely fit to lead, especially as they gain age and experience. 

Mary Grauerholz, longtime OLAUG member and 74 years young, says, “Women have always been very strong and able to plow through problems. But it hasn’t been recognized. I think people recognize women’s strength when women give birth, but there is so much more that women do. Obviously, OLAUG is a great example. We’re old and we brag about it!”

Mary has a point. A good one. Women do a lot more, especially as they age. 

• 80% of Forbes' 100 Most Powerful Women are over the age of 50.

• 82% of female business owners are Baby Boomers or Gen X. 

As women age, they’re often regaining time to devote back to their careers, communities, and the environment. 

• OLAUG’s founder, Susan Baur, established the group in her 70s and was named one of 50 visionaries of 2025 by the Explorers Club (EC50).

• Jane Goodall recently celebrated her 91st birthday, and she’s still actively traveling, working, and advocating for environmental conservation. 

• Gloria Steinem rang in her 91st birthday this March with an evening of activism, proving she has no intention of slowing down her contributions anytime soon.   

We already know that women are uniquely qualified to lead. So it makes sense that as women gain age and life experience, their contributions and leadership become even more impactful, as seen in every member of OLAUG. Women’s impact goes well beyond the workplace. 

From retrieving car tires to cans to even a toilet, Susan says, “Our appeal comes not just from removing trash, inspiring older women, and reenergizing pond associations, but, most importantly, from showing people how joyous it is to align yourself with the natural world.” 

Bottom line: Age isn’t a limitation—it’s a superpower. From cleaning up our oceans to leading boardrooms, women over 60 are proving that experience, resilience, and purpose make them unstoppable forces for good. The future of our planet and our workplaces isn’t just in younger hands—it’s in wiser ones. Let’s stop underestimating older women, and start following their lead. 

TROUBLEMAKER SPOTLIGHT

Elaine Welteroth, Founder, birthFUND, Award-Winning Journalist, and Author

It’s one thing to become the youngest editor-in-chief in Condé Nast’s 107-year history, and only the second woman of color to hold the title. It’s another to increase subscriptions by 535% year-over-year during your tenure. That’s exactly what Elaine Welteroth did. And according to her, it was only the beginning. 

After a storied career at Glamour and Teen Vogue (she started as an intern at Ebony), Elaine found her calling after a “life-changing” birth experience supported by midwives. Determined to make this level of care accessible to other expecting mothers, she started birthFUND, which aims to help families access midwife services, regardless of their insurance, income, and resources. Since its official launch in April 2024, birthFUND has raised over $3 million through online fundraising, corporate sponsors, individual support and its founding family funders, like Serena Williams, John Legend, and Chrissy Teigen. 

FQ: What’s the worst career advice you’ve gotten?

EW: “Bite off more than you can chew and chew as fast as you can.”

It was a quote from Crocodile Dundee. It was how I operated for so long. But it doesn't mean it's good, it doesn't mean it's healthy, it doesn't mean it's the right way or the only way. As a new working mom, I am constantly trying to remind myself that it is okay to bite off just enough that you can chew properly.

What’s the best piece of non-obvious career advice you’ve gotten?

It’s a marathon, not a sprint. You need to be able to sustain yourself in order to grow and scale your work. There's a benefit to slowing down, looking around corners, and making sure that as you're building, you're not losing yourself. 

Balance self-care and make sure you have fuel in the tank for yourself and your family. It's not one or the other. It's about finding your flow and acknowledging different seasons for different ways of working. 

Early in your career, you might have the bandwidth, stamina, and motivation to work intensely, and might need to build a name for yourself. But recognize that that season cannot last forever. You're human, not a machine, and there are seasons for slowing down and sometimes stopping. There are seasons for pause.

What was a “heartbeat moment” for you in your career?

The moment I decided to leave Teen Vogue. 

My legacy at Teen Vogue was the Teen Vogue Summit—an idea I came into the role wanting to create. I felt my work wasn't done until I realized this vision. Along with getting Hillary Clinton to be our guest editor for my final issue, ​​it was like my two mic drop moments happened in parallel.

The Summit was such a success not just that year, but it has continued on well beyond my tenure, and I think that is part of what I feel so proud of. A good leader is able to set the direction and create enough momentum that you can pass the baton.

Most people questioned why I would leave such a dream job. I knew I was going to come to a point where I needed to take a bet on myself. I needed to give myself permission to go after more dreams, even if no one else understood it. Fear dictates so much of people's lives that they can't help but see your decision-making through the lens of their own fear.

Who would you love to give flowers to from your career that influenced your journey? 

Harriette Cole–I modeled my career after her once I discovered her bio and how she navigated her career. She was a multi-hyphenate before that was ever a thing, and created this ever-evolving career that was multifaceted and had different chapters to it. 

When I saw that, I immediately knew that's what I wanted. I don't want just one job title for the rest of my life. I don't want to be known for just one thing. I want to feel free enough to embrace my curiosities as they evolve with my life experience, and to infuse those sparks of inspiration in the work that I do, and see my purpose in the world as ever evolving. 

The other person is Ava DuVernay, who opened the door for me and encouraged me at a pivotal moment in my career to be braver and bet on myself after leaving Teen Vogue. The funny thing is that I met her at the Teen Vogue Summit I created. That connection changed my life. I am forever grateful, and she has been a constant source of support to me ever since, including writing the foreword of my book. 

Where have you caused trouble?

I don't know how to not be disruptive.

I'm in the midst of working with our team on what I think will be a disruptive good trouble moment around Mother's Day with birthFUND. That’s all I can say for now.

Want to nominate a Troublemaker you admire? You can do so here.

DEAR FQ

Your burning career questions answered

Joanne Bradford of The Female Quotient weighs in:

Congratulations on your salary increase! That's definitely something to celebrate, even though you didn't get the promotion you were hoping for. Whether you need to wait another year or consider leaving depends on several factors. Here's how to approach this situation:  

1. Assess your current position: Have a transparent conversation with your manager and ask for specific feedback on why you weren't promoted. Understand what skills or achievements you need to demonstrate, and request a clear timeline of milestones for promotion consideration. 

2. Evaluate your company's promotion cycles: Some companies only review promotions annually, others are more flexible. Ask HR or your manager if there are mid-year promotion opportunities, so you can expedite your timeline. This will also help you understand if there are structural limitations, like headcount or budget constraints. 

3. Document your achievements: It’s important to track your accomplishments, metrics, and positive feedback so you can build a business case for your promotion. Be prepared and willing to highlight your value during check-ins with management. 

As far as next steps go, here’s what I’d suggest: 

• Schedule a meeting with your manager. Make it your goal to walk away from this meeting with clear expectations and metrics for your next review.  

• Create a development plan over the next 2-4 weeks and set measurable goals aligned with the promotion criteria, with regular check-ins to assess progress. 

• Simultaneously explore the market, and over the next 1-3 months update your resume with recent achievements, have informal conversations with recruiters, and research companies with better advancement opportunities. 

By pursuing both internal advancement and external opportunities, you'll position yourself for success either way. Remember that titles vary across companies—sometimes an internal promotion might take longer but lead to more meaningful growth, while other times an external move might accelerate your career trajectory.​​​​​​​​​​​​​​​​ 

P.S. Got a burning career question? Serve it up here to Dear FQ to score advice from a powerhouse leader in our network.

POLL THE PACK

Your ultimate workplace superpowers

It’s a trick question. Communication, collaboration, crisis management, and teamwork are all essential skills for healthy, effective teams and leaders. 

86% of employees and executives say a lack of effective collaboration and communication is the root cause of their workplace failures. And with poor communication, collaboration, and teamwork, any organization is bound to face difficulties with crisis management. 

Strong teams have demonstrated stronger performance than individuals when it comes to problem-solving. So how can you foster a strong team with clear communication and collaboration?

• Embrace feedback and dedicate time to listening.

• Establish check-ins with each team member so they feel heard and valued.

• Focus on individual strengths and highlight their contributions to the overall team.

• Dedicate time to team-building exercises, lunches, or even off-sites (they actually work!).

Don’t forget: Real impact is built with consistency, patience, and purpose. It’s a marathon, not a sprint. Thanks, Elaine.

Xo,

The FQ

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