Feeling like you’ve lost your career direction, or just a bit stuck where you are on the career ladder? You might be dealing with a “sticky floor” in your workplace.

First coined in the 1990s, the “sticky floor” originally referred to the difficulty women found advancing to higher-paid, higher-powered jobs, instead more likely to be occupying lower-status jobs. Essentially, they became “stuck” to their lower-level jobs, and found it hard to advance, particularly to the most senior of positions, leaving them to be occupied – predominantly at least – by men. 

Now, as the modern workplace develops and changes, so do the ways in which a “sticky floor” might hold women back at work. Now, they might be stuck in such a role because of the flexibility and hybrid working opportunities it might offer, and the difficulty anticipated in finding the same “perks” in a new, perhaps more fulfilling, role. So you stay – to the detriment of your own career.

“The ‘sticky floor’ has always been about barriers to progression, but now it's more nuanced,” Lucy Kemp, future of work expert and employee experience consultant explains. “Women, especially, are balancing the demands of their careers with personal responsibilities. The rise of flexible working, remote roles and other perks have made it easier for women to manage both. 

“But here's the catch: these perks can also make it harder to leave a role that’s no longer fulfilling. It’s not just about breaking through a glass ceiling anymore; it’s about recognising when those so-called perks are keeping you in place. And for a lot of women, that’s the real dilemma, they’re sacrificing long-term growth for short-term convenience.”

The term “sticky floor”, and all its iterations and impacts in the workplace, seem to indicate yet another way that women are held back in the workplace (on top of the gender pay gap and a lack of menstrual health support, to name just two other obstacles), seeing as women are much more likely than men to be in flexible working arrangements, and therefore feel stuck in a role because of how much they need them.

“For women, flexibility is often a non-negotiable,” Lucy says. “The stats show it: we’re still the ones juggling most of the caregiving and domestic responsibilities, even as we pursue careers. Flexibility becomes the key to managing everything, it’s a lifeline. But the flip side is that we can become so dependent on it, we’ll stay in roles we’ve outgrown just to maintain that balance.”

So a sticky role can result in negative outcomes for women in both the professional and personal arenas of their lives. “When women hold back their ambitions for flexibility, the impact is huge,” Lucy says, elaborating that from a professional point of view, it could mean women miss out on promotions, skill development and leadership opportunities as they remain in lower-level jobs to maintain the flexibility they need.

“Personally, it can lead to frustration and burnout because you're stuck in a role that doesn't challenge you or align with your long-term goals,” she says, adding that this affects Gen Z women in particular, because this age group in particular are increasingly valuing purpose as much as flexibility.

But all the same, it is women of all ages who shoulder a burden from “sticky floors”. “When workplaces don’t actively support career progression alongside flexibility, it’s the women who pay the price,” Lucy says.

The prevalence of the “sticky floor” phenomenon over the last few decades means it has created something of a reinforcing cycle. The fact that women have been kept from senior roles, due to attachment to lower-level flexible roles and deep unequal social structures, means that there is a lack of female mentors to nurture and motivate younger generations away from sticking with a “sticky” role. “This perpetuates the cycle of women feeling like they can’t ‘have it all’.” Lucy explains.

So how can we tell that we’re in a “sticky floor” role at work?

There are a few feelings and circumstances to look out for, if you think your workplace role might qualify. “If you’re feeling unchallenged, uninspired, and disconnected from your career goals, but can’t imagine leaving because of the perks, then you’re probably stuck,” Lucy says. “It’s also about recognising when the ‘trade-off’ has become too one-sided, and you’re giving up too much in terms of career development for the sake of convenience.”

The good news is there are ways that we – as women in the workplace – can begin to break the cycle that “sticky floor” roles can put you in. Lucy recommends getting clear on long-term goals, and ask yourself truthfully if your current role aligns with them. “If it doesn’t, it’s time to have an honest conversation with yourself about what you’re prioritising,” she says.

This might mean looking to negotiate better opportunities within your current role, including asking for development, mentorship or new challenges. But it also might mean taking the gamble and walking away from your “sticky” role towards something different. “Flexibility shouldn’t come at the cost of your growth,” Lucy says. “If your current organisation can’t offer both, you need to start exploring other options.”

Of course, like many issues that hold women back in the workplace, the problem of the “sticky floor” is a structural problem, and one that also needs to be tackled by workplaces and employers. While it helps for workers to identify if their role might be “sticky”, the onus is on employers and organisations to come up with ways to combat the issue.

“Companies need to create environments where women feel they can both grow and manage their lives,” Lucy says, suggesting that implementing “clear career pathways, opportunities for advancement, and support systems like mentoring and leadership training that encourage women to keep pushing forward” is crucial.

“Employers also need to understand that women’s priorities may change over time, and they need to adapt to those shifts, offering more than just flexible hours, but also real, tangible career development,” she adds.

Above all, though, flexibility needs to be treated as a crucial element of workplace life, not a bargaining chip women exchange for a step up the career ladder. Only then will the sticky floor we face become a little bit cleaner.

“Workplaces need to stop treating flexibility as the end-all perk,” Lucy says. “Yes, it’s important, but if that’s all you’re offering, it’s not enough.”