Women have never been more powerful at work, but many of them feel left out professionally by the time they turn 45. Fight against age in companies. new strategic battle.
Although it is impossible to predict the future, one thing seems certain: the age at which we stop working will not decrease, at least not in the near future. It should even get bigger. Therefore, a question arises. how to imagine stable work for people over 60, if they are already considered “senior” at the age of 45? When in France only 1 out of 2 workers work after 55 years old. And when 60% of 45-year-old French employees already believe that their contribution is not recognized at its true value, according to a survey conducted by AlterNego among 10,000 employees of this age group at the beginning of the year.
“Their feelings perfectly reflect the way in which people over 45, and especially women, are perceived in the world of work, but also in our society,” comments psychoanalyst, coach and book author Charlotte Montpesat. The Flamboyants (2), where he condemns the stigmatization of women over 50. “There’s this persistent myth of a sort of gentrification of women, that after a certain age they’re less attractive, less attractive, less modern,” she laments. In the collective unconscious, when they reach menopause and are no longer able to have children, they become “useless”. This myth of other times no longer corresponds to our modern reality. At the age of 50 and over, women, on the contrary, are active, dynamic, modern… Often freed from the restraints of small children, they find time, energy… “They have never even been so powerful,” begins Charlotte Montpesat. This generation is the first to be able to work so massively and completely dominate the world of work. How to fight against this age-old and millennial stigma? How best to integrate these employees into the second part of their careers? Only one solution to change the situation: think about the situation differently. And create an action plan at the company and individual level.
Take inventory
Charlotte Montpesat is convinced that companies have a social role. In order to better account for their employees in the second part of their career, their first mission will consist of a kind of inventory of their employees. Who are the women over 50 in our team and what positions do they hold? Do they have real responsibilities or are they set aside? If there is an imbalance, the first step is to honestly acknowledge it.
Encourage training
Digitization of tools, introduction of hybrid ways of working… In this period of sociological changes, it is not always easy to “endure” with new working techniques over time. And yet, it is essential. Hence the importance of offering employees over 45 regular access to training tailored to their role. “That access is more limited for older people because companies don’t invest in someone they think is close to retirement,” the author notes. But at the age of 45 or 50, we are still far from it. And we, who perhaps need it the most… The changing prism here is the responsibility of employers… but also of employees who, having stopped doubting their ability to learn, can also insist on getting adequate training.
But there is no doubt for Charlotte Montpesat. it is also up to public authorities to recognize the problem and encourage companies, if not oblige them, to hire and train women until the end of their careers. “This is a major topic that affects 9 million women of working age, or 25% of French workers,” recalls the author. Without government action, it will be difficult to get things moving.”
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Promoting people over 50
The numbers from the AlterNego study show this. 25% of over-45s are dissatisfied with the career development opportunities offered by their company, and 52% of over-60s believe that certain positions are no longer available to them (compared to 28% of 45-49 year olds). in the circle): To combat this lack of perspective and recognition, Charlotte Montpezat invites employers to promote their employees, particularly women, in the second part of their careers. “The study also showed that appointing women in this age group to positions of responsibility allows for more openness, communication and collaboration,” says the author. Flaming. A strong woman is a positive force, and that even increases with age.”
Not forgetting that society will benefit from diversity if it gives the younger ones as much opportunity as the older ones. And allows everyone to design themselves, which again injects energy and challenge into teams. “Everyone has something to learn from the other, and older women have a real mentoring role,” says the psychoanalyst. Auxiliary numbers. Almost 90% of AlterNego survey respondents said they “want to share what they know about their work and their company.”
Reallocate your time and energy
After 55, when they can afford it, many women may want to slow down or at least work differently. If that’s what they want, it can be an opportunity to control their schedule, the psychoanalyst believes. Go 4 days a week, figure out how to delegate the tasks they no longer want to do, and focus on the ones they’re most passionate about, which means asking. For Charlotte Montpezzat, it’s all about redistributing energy. “At the age of 60, you don’t necessarily want to do what you’ve always done,” says the coach. We can afford a fresh start of sorts.”
Cultivate curiosity
The Final Parade Against Ageism. “Curiosity,” claims Charlotte Montpessat. And contact with creativity, innovation. Follow the latest trends in fashion, art, graphics, literature or technology… he. Open-mindedness avoids constriction, constraint, fear… If you are not curious, if you decide that everything new is dangerous, you disconnect from the world. The prism of work is a reflection of the world on a human scale. Like the latter, business is evolving. And fortunately! Everyone has to follow the movement so as not to remain motionless.
(1) AlterNego’s study “French Workers’ Careers Part 2” was conducted online between January 15 and February 15, 2023 with 10,205 employees aged 45 and over, comparing 4 age groups: 45 -49 years, 50-. 54 years old, 55-59 years old and 60 years old and above.
(2) Editions des équateurs, 208 p., €21.
Source: Le Figaro
