Who said 70 is the finish line?
For many, their best work comes later
The Female Quotient
December 02, 2025 • Estimated Reading Time: 12 minutes
WHAT’S ON DECK
Tell Me More: Stop asking, “When will you retire?” Start asking, “What’s next?”
Troublemaker Spotlight: Melanie Masarin, Founder and CEO, Ghia
Inside Track: Leaders on the move
Dear FQ: My boss is giving my “overwhelmed” coworker’s tasks to me. What do I do?
Poll the Pack: Do annual performance reviews work?
TELL ME MORE
Age is a state of mind
Here’s a new way to think about age: 60 is the new… 60. Not 40. Not 30. Just a bold, brilliant 60. Because who says your best career moments can’t happen after 50, 60, 70, and beyond? And yet, ageism is still hanging around way past its expiration date. According to the American Psychological Association, it’s one of the few socially acceptable prejudices that’s still baked into workplace culture.
Think about it: We don’t ask 25-year-olds when they’re planning to quit. So why do we ask 70-year-olds when they’re planning to leave? That question is more than just outdated, it’s loaded. It assumes age means decline, that experience equals irrelevance, and that ambition has a time limit. In a world where people are living longer and healthier lives, those assumptions don’t just hurt, they miss the mark.
Back in 2002, only 1 in 20 people over 75 was still working. Fast forward to 2032, and it will be 1 in 10. The workplace is more multigenerational than ever, with five generations often working side-by-side, from Boomers to Gen Z. And why are older employees staying in the game? Some need the income, sure. But many are in it because they want to be. They love the purpose, the energy, and the connection.
Staying in the workforce comes with serious perks:
Keeps people active and engaged
Fuels a strong sense of purpose
Promotes social connection, reducing the risk of cognitive decline by 70% (!!)
Boosts memory, mobility, and overall well-being
And here’s the clincher: Bain & Company projects 150 million jobs will need to shift to older workers by 2030. That’s not a blip on the workforce radar; that’s a full-blown strategy.
In fact, older workers are often more engaged. Why? Because older professionals are more likely to be in roles that truly align with their passions and expertise. That kind of alignment leads to magic: Higher engagement, better quality, and yes, more profitability. According to Gallup, that’s a 40% boost in quality and a 21% bump in profits.
Even better, older team members bring something no training program can teach: Deep experience, emotional intelligence, mentorship, and a historical perspective that helps companies avoid repeating mistakes.
So let’s stop talking about “phasing people out.” Let’s start creating new paths forward: Flexible roles, second acts, board seats, and meaningful mentorship. Because leadership isn’t defined by age. It’s defined by impact. And the future of work? It’s multigenerational, by design.
As Salma Hayek once said, “Something gets old when you’ve done it for a long time. If you’re always changing, if you’re always curious, how can you be old?” We’ll never get tired of reminding you that getting older is a privilege. It’s freeing. It’s beautiful. It’s powerful. It’s fun. Go on and enjoy it!
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The Female Quotient’s CEO, Shelley Zalis, has been on her own hair growth journey through menopause, reminding us that caring for ourselves can be the fuel we need to be great leaders.
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Discover more here.
TROUBLEMAKER SPOTLIGHT
Melanie Masarin, Founder and CEO of Ghia
Melanie Masarin founded Ghia, a non-alcoholic aperitif company designed to change the way we think about drinking and socializing. Taking inspiration from summers spent with her family in the South of France, Masarin’s goal was to create a product that helped people connect with others without the effects of alcohol. Melanie is the recipient of a Forbes 30 Under 30 Award, and Ghia was named one of Fast Company’s 2024 Brands That Matter, and remains the first and only non-alcoholic brand in history to win Esquire’s “Drink of the Year” award.
What’s the worst career advice you’ve gotten?
I was fundraising and a potential investor said to me, "You're a pretty girl. You should just be an influencer." They didn’t invest and I didn’t take their advice, which ended up being for the best!
What’s the best piece of non-obvious career advice you’ve gotten?
One of the best pieces of advice I ever got was from Nicolas Jammet, founder of Sweetgreen. He told me that you don’t have to take an opportunity just because it’s good. It was right after I was offered a CEO role at what seemed like a safe, can’t-miss job. But I said “no,” and that decision made space for so many other things I actually wanted.
What was a “heartbeat moment” for you in your career?
Starting Ghia. I didn’t chase the title of “founder,” I chased an idea. When I thought of Ghia, it just clicked. I kept coming back to it, sketching out ideas, thinking about the brand and product. It was easily the most creative chapter of my life. Ghia is, without question, my greatest creative manifestation.
Who would you love to give flowers to from your career that influenced your journey?
I have to shout out Nicolas Jammet. He has always been generous with introductions, advice, and his time, even when he became a father to two amazing little boys, was navigating the ups and downs of the restaurant industry, taking his business public, and going through the pandemic as a business owner. He always makes me feel seen and heard. It’s something I hope to emulate in my own life.
Where have you caused trouble?
I stir up good trouble in the beverage aisle. I challenge the norm and invite everyone to have a seat at the table. I want to foster an environment where speaking up isn't just encouraged, it's essential.
Want to nominate a “Troublemaker” you admire? You can do so here.
INSIDE TRACK
Leaders on the move
Myriah Castillo has been promoted to President at Joybyte. Myriah has been instrumental in shaping Joybyte’s rise, driving the social strategies that positioned the company as the No. 1 influencer-led marketing agency and the fastest-growing TikTok Shop Certified Agency in the U.S.
Charlotte Tansill has been named President of Social, Creator and Earned Media at Publicis Creative U.S. From the Emmy-nominated Michael CeraVe Super Bowl campaign to nine Cannes Lions wins, Charlotte brings together creativity, data, and strategy to shape the future of brand storytelling.
Carisa Janes is back with a new beauty brand. Eight years after selling Hourglass Cosmetics to Unilever, Janes is launching Outside In, a skincare-meets-makeup line debuting with 25 foundation shades, a face oil, and clean, sustainable packaging. The brand reflects today’s beauty standards: premium, ingredient-conscious, and purpose-driven.
DEAR FQ
Your burning career questions answered
Bailey Kircher of The Female Quotient weighs in:
Whew, we get your frustration here, especially when it feels like you’re being “punished” for your competency while someone else coasts. But before setting any bridges on fire, let’s strategize.
Approach your manager to clarify expectations. This will allow for a smoother segue to discuss capacity and expectations (without sounding defensive). It might even allow your boss a moment to reflect on assigning you additional work. Make sure to keep a record of your tasks and progress. That way, if workload becomes an issue, you have the documentation to prove it.
And while confronting your coworker might be a satisfying daydream, resist those urges. Instead, protect yourself by setting boundaries and keeping the conversation about work. For example, if she comes by to chat, respond with, “I’d love to catch up later, but I’m on deadline right now.”
If taking on others’ responsibilities becomes a pattern, advocate for yourself in a review or check-in. Stay focused on solutions, like establishing more defined roles or better resource allocation.
While you can’t control your coworker’s work ethic, you can control how you respond. Stay professional, protect your bandwidth, and communicate directly with your manager. You can turn a frustrating experience into one that showcases you as a problem-solver and leader.
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
Annual reviews are the norm, but are they enough?
One performance review a year. That’s every 365 days, 52 weeks, or, if you’re in the musical Rent, 525,600 minutes. While it’s overwhelmingly the norm for 70% of employees, it’s not enough. According to a Gallup poll, only 14% of employees said that an annual performance review motivates them to improve.
It is also an ineffective (and expensive) tool to evaluate an employee’s work for determining raises or mobility within a company. Supervisors are not trained for such evaluations and they also bring along with them inherent bias. When it comes to communication occurring within these meetings, it is often for past issues and therefore not as impactful as it would be in real-time. 95% of management and 66% of employees say it’s just not working for them.
What’s better? Continuous, in depth conversations as well as constructive feedback (including peer-to-peer). This kind of coaching makes for a more collaborative, safe, and supportive work environment where people are given the information they need to grow through ongoing, real-time feedback. It also gives employees agency to voice their opinions, making the office more adaptable to an ever-evolving workplace. And when employees work at an organization that values transparency, it results in… you guessed it: Better performance.
As Helen Mirren reminds us: It’s much better to age disgracefully! Take it on the chin, and roll with it. You die young, or you get older. There is nothing in between! You may as well enjoy it.
Xo,
The FQ
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