What could employers do to better support those aged over 50?

[MumsnetJobsTeam]

Many people - especially women - find it harder to find work once they hit 50, particularly if they've had a career break. Even within the workplace older people can face discrimination, whether being passed over for promotion, treated with condescension, or expected to have the same needs and requirements as someone younger.

We'd love to get your thoughts on how older people are treated in the world of work. Do you think there is discrimination? In what ways are older people harmed by policies and attitudes? And most importantly, what can employers do to better support those over 50?

Mumsnet Jobs is committed to campaigning for greater flexibility and equity in the world of work, and so on February 25th, we'll be putting your comments to a group of top employers who have gathered at MNHQ to learn how they can improve.

If 60+. I work in a consultancy-type role and I don’t see myself as needing support. However if I had living parents that might be a different story. Personally I don’t see that making a thing about the menopause does us any favours.

Oh my goodness, am I now old? I don't feel any different to a year ago (when I was 49) and I don't suddenly feel in the need of special treatment or support at work. I could perhaps benefit from therapy to accept that those much younger than me are fully capable But I haven't been out of work and I'm not seeking a career, so perhaps I simply haven't experienced any discrimination.

I think have some bloody respect for women who are well experienced and qualified even if they have taken time out from the work environment it doesn't preclude their knowledge and experience being useful, nor does it mean they will be slow on the uptake and so on. Don't assume they are not tech savvy, politic savvy or anything else. Treat them as people. If employers have respect for them then employees will have respect for them.

Personally I think if someone (anyone male or female) is returning to the workplace after time away raising kids, taking time out, caring for parents, being ill etc having a personal work coach is helpful - someone off line they can chat things through and get support from would be helpful

If someone has also worked at something different to career in their time away then respect that too - I have had interviewers be very derogative about the business myself and my husband run together - he may be the key consultant but without me we wouldn't have lasted 5 minutes never mind over 10 years. I do everything from websites, marketing, branding, IT support, purchasing, tax, VAT and finances to consultancy in my own specialist areas.

And banning boozy nights out because older workers don't like them?

They don't need to be banned, but there need to be lots of alternatives. At work we have a ban on being under the influence at work (which includes random testing) so there is no longer the boozy culture there was 20-30 years ago. So as well as the (very drunken) Christmas Party there is also at lunchtime the following: gardening club, walking group, running group, yoga classes, christian group, cricket games, football games. After-work events include trips to comedy clubs, restaurant trips, quiz nights, escape rooms, brewery tours and they are also talking about theatre trips, a weekend rambling club, family events etc. So there is a mix of events which is the way to do it.

Promote findings like these www.forbes.com/sites/shelliekarabell/2015/06/08/proof-women-over-55-best-suited-for-strategic-leadership/

Identify that many of us have been at the forefront of social and organisational change for decades.

Give us flexible working to manage the other responsibilities we have.

I'm self employed though, where it seems to matter less.

As I look to the next few years,
I want to be winding down my career at 50.

I work for a company that does loads around menopause and caring etc.

When I'm 50, I want to be able to start to enjoy the wind down. Longer holidays etc so being able to take more time off will be key.

I already buy a weeks extra holiday so perhaps post 50 staff could buy more holidays that would be great. Or a policy to take a month off at a time unpaid (all planned and agreed etc).

I can't imagine wanting to wind down at 50. I've just taken on another hefty PG Dip and full time hours in a more specialist role. I'm 55.
The variability is key. There are plenty of people who want to make changes in their 50s one way or another so it would be nonsense to treat us as a homogenous group.

I also agree with a PP about companies making 50+ women more visible.

so it would be nonsense to treat us as a homogenous group

Exactly!

we'll be putting your comments to a group of top employers who have gathered at MNHQ to learn how they can improve

I question the description of companies being "top employers" if Mumsnet has to advise them on matters of employment! If they're so "top" which presumably means some of them are blue chip, large companies with masses of resource available, I'm amazed they don't already know what it takes to make women feel valued in their own right, for their talent and capabilities. Pay them fairly, and the same as men, for the same job, now there's a thing.

Why do women have to walk around with an age badge on their power suit lapel anyway. Are these employers doing the same for "older men", no probably not because they already treat them well, so why not just treat women the same!

Respect for one thing.
I can't really think of anything more to say.
Us older women have a lot to give.

If we choose a part time job or a lower paid job don't assume we don't treat it as seriously as our former high flying career. Never mind that I earn

I already buy a weeks extra holiday so perhaps post 50 staff could buy more holidays that would be great. Or a policy to take a month off at a time unpaid (all planned and agreed etc).

Would this policy be for everyone or just the over 50s? I'm not sure suggesting that the over 50s need more time to rest does any favours. Although the option to take a month off is very appealing!

One thing to remember is that not everyone in their 50's will be thinking about retirement or will be able to buy extra holiday. Many of us will be working until state retirement age, 67 for me, so have quite a few years left at work.

Plus taking a month off is great if no one has to cover your work when you're away but I'd hate it if someone had a whole month off where I work.

Several "top" employers allow sabbaticals for long serving employees. For example, I believe John Lewis offer 12 months paid leave to employees who have 25 years service. No idea of the uptake.

I'm not sure about the merits of a month off. Larger companies allow unpaid leave and career breaks (in my experience it's younger people who take advantage of this). Smaller companies can't afford to lose the resource.

@Monty27 nails it. It's about respect and challenging prejudice. I'm closer to 60. I have 40+ years working experience. I've been a single career woman, a married working parent, a single working parent of babies, young children and teens, I've cared for two terminally ill relatives while working full time. I'm fit and healthy (which I know is luck rather than design). I don't see myself ever stopping work.

This prejudice that once you get to middle age you are looking for an easier life, you're slower, more likely to take time off, won't be able to learn new things, won't resonate with target customers - is largely just that, prejudice! Laziness isn't age related and medical conditions impact on any age and deserve the same sympathetic treatment.

Just treat all employees with respect.

I'm 50 and I returned to work after 17 years out raising Ds. I must say, even though I started last Sept I am still adjusting physically. I feel so tired a lot of the time. So different from the hard partying, working 3 jobs and juggling tons of other stuff person I was when I previously worked. I get home and put my PJs on and love hopping into bed at night.

I wouldn't mind the instigation of mandatory post lunch nap time.

Sorry!!😉

Many people - especially women - find it harder to find work once they hit 50, particularly if they've had a career break.

That might be helped a lot by companies making it easier for women to not have a career break in the first place. Obviously some really want to, that's fine, but some do because it's the only option. So, wherever possible, allow for part time/flexible working, working from home, understanding of parental responsibilities (and caring for parents) - and foster a culture where these practices are encouraged not just for women (to retain skills) but equally to men.

I've not personally come across age related discrimination, probably because I'm in a sector where knowledge is highly valued, and continuing learning is supported.

As someone has already said, part of the problem is getting an interview in the first place!
It seems that there are so many young recruiters these days with an unconscious (or even conscious?) bias away from older candidates.

I went back to work in my mid-forties after having previously been a senior manager in a global multinational. I found that the only jobs I was being put forward for were charity ones where typically older employees (often with masses of experience) were valued because they were more willing or able to effectively take a pay cut to work in the third sector.

I think getting back into a job is the biggest issue - once you're there I find people are much mroe accepting/ forget about age differences.

I am 50 and I don't like to think I am seen as old but the reality is that I am bang in the throes of a difficult menopause, suffering arthritis in various joints and caring for an elderly mother with dementia. The last year at work was horrendous. I was in a leadership role and the time I needed to take off for medical appointments for myself and my mum was difficult. I was always waiting for a phone call telling me my mum had had a fall or was refusing care. By trying to cause as little inconvenience at work as possible I ended up tying myself in knots and I don't think I did any of my roles well. The thing I really neglected was myself and my mental health took a punishing.

My employers were not unsympathetic but they were unable to offer more flexibility or reduce the stress at work. In fact due to a lack of funding I was given more responsibility and a greater workload. I I would have loved to have temporary reduced hours but this was not available. I ended up leaving to take a break and I am currently working from home taking an enormous pay cut. I would urge employers to recognise this often pressurised time for women and offer more practical support. It's often just a short period and retaining experienced staff should be worth the cost and effort in the long run.

I think it is important to offer them flexible working as they may have elderly relatives to care for as well as children still at home.

Understand that they have lots of life experience and are still capable of learning hoe to use technologies that may not have been around if they took a career break.

It's often just a short period and retaining experienced staff should be worth the cost and effort in the long run.

This, absolutely. It applies when kids are younger, parents are older, and for some during menopause or other health issues.

Maybe companies should include long service awards as one of their valued metrics. If you've got one branch or division with lots versus another with higher turnover, maybe take a good look at the differences. The former is somewhere people want to stay and can stay.

I'd like to see the flexible working for caring responsibilities, for children and aging parents, positively encourage (much much more than it currently is) for older men. Someone has to do it and if it's not the men then it's all on the women. Senior role models for this in companies would help.

And as has been said, respect for the wealth of life experience as well as professional expertise.

In fact, if you have senior men in your group of top employers, I would ask them what would stop them from being more flexible to take on caring responsibilities. I very much see inflexible men and lack of opportunity/ discrimination against women as two sides of the same coin.