Nearly one in four white-collar mid-career professionals in the United States is stuck in a “mid-career stall,” defined as going at least five years without a promotion or meaningful raise, according to new research from the Burning Glass Institute and New York University’s School of Professional Studies.
What happened
The study analyzed the career trajectories of 1.3 million professionals across various industries over a 25-year period. It found that 24.2% of mid-career workers — typically those 10 to 15 years into their careers — were stalled in their jobs, experiencing no advancement or significant wage increases.
Lead author Carlo Salerno, an education economist at Burning Glass Institute, described the mid-career stall as a “hidden crisis” because affected workers remain employed yet feel trapped without the progression they expected after obtaining their degrees and building initial career momentum.
The research identified fewer opportunities for upward mobility within flatter organizational structures and reduced chances to move between companies or locations as key factors contributing to this stagnation.
Why it matters
The financial impact of being stalled varies by profession but can be substantial. For instance, stalled software developers can lose an average of $43,000 in wages over 15 years. Workers in administrative roles fare worse in terms of career ladder progression due to limited advancement paths and fewer bonuses.
Industries show varied stall rates: the lowest is in information technology at 20.7%, while public administration sees rates as high as 30.2%. Other sectors with elevated stall rates include utilities (28%), real estate (28.9%), manufacturing (27%), and finance and insurance (26.6%).
Beyond lost earnings, workers miss out on opportunities for leadership experience, valuable projects, and raises that enable further career growth, ultimately limiting their retirement security and professional development.
Employers similarly lose out when talent is underutilized, which can impact organizational effectiveness and innovation.
Background
The concept of a mid-career stall reflects broader changes in the labor market structure, including flattened organizational hierarchies and fewer lateral or vertical moves for employees compared to previous generations.
The study’s findings highlight long-term structural challenges that are not captured by standard employment statistics, as workers remain employed while facing limited upward mobility. Experts suggest that stalled workers should focus on acquiring skills valued in advancing roles, such as communication and leadership, to improve their career prospects.
Sources
This article is based on reporting and publicly available information from the following source:
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