Your gender stats look fine. Your retention data tells a different story.

What is the cost of losing experienced women from your organisation?

Use the sliders below to model your organisation's indicative annual cost of turnover in the 40–60 female cohort. Adjust the inputs to reflect your context.

Developed for Australian organisations. Benchmark data: WGEA, AHRI, ABS, Gallup.

Three more panels available: Disengagement cost, Risk diagnostic, and Benchmarks. Enter your details to unlock the full tool: free, no obligation.

Indicative annual turnover cost —
Your organisation
Total employeesFull-time equivalent headcount
500
Women aged 40–60 as % of workforceEstimate if unknown — national average is approx. 18%
18%
Annual turnover rate in this cohortHow many leave each year — sector avg. is approx. 15%
15%
Average salary in this cohortAnnual gross, AUD
$95,000
% in management or specialist rolesAffects knowledge-loss and mentoring cost
35%
Indicative annual cost of turnover in this cohort
Women aged 40–60 in your workforce—
Estimated exits per year—
Recruitment cost (per exit)—
Vacancy and ramp-up cost (per exit)—
Institutional knowledge loss (management cohort)—
Mentoring and onboarding burden—
Estimated annual cost—
Indicative estimates only. All outputs are modelled from sector averages and published benchmarks (AHRI, HRD Magazine AU, Gallup/Mellon). They are highly presumptive and will vary significantly by organisation, sector, and context. This tool was developed for use in Australian organisations — outputs in other country contexts may not be accurately reflected. A formal retention audit replaces these assumptions with your verified data. Contact Meridian Shift to discuss.

Turnover is only part of what you’re losing.

The women who stay but disengage cost organisations as much — or more. Unlock the disengagement calculator, risk diagnostic, and full benchmarks panel.

Welcome

Here’s what your numbers are telling you.

Based on the inputs you entered, here is a snapshot of your organisation’s indicative retention exposure in the 40–60 female cohort. Check your inbox shortly for more on what these numbers mean.

Women aged 40–60 in your workforce
—
Estimated from your headcount and cohort percentage
Estimated exits per year
—
Based on your turnover rate input
Indicative annual turnover cost
—
Recruitment, ramp-up, knowledge loss, and mentoring burden
This is a conservative estimate
Disengagement adds more
The tabs above model the full picture

Check your inbox shortly — you will receive information on what your numbers mean and what to do next. All three remaining panels are now unlocked — use the tabs above to navigate between them.

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Disengagement Cost Calculator

Model the cost of women who are present but withdrawn — including productivity loss and non-promotable task burden. Enter your details to unlock.

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Risk Diagnostic

Ten questions across exit risk, disengagement risk, and visibility risk — with a scored verdict and priority actions. Enter your details to unlock.

What will your numbers show?

Put real numbers behind this estimate
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Benchmarks

National and Victorian data on representation, pay gap, and disengagement rates for the 40–60 female cohort. Enter your details to unlock.