In praise of older women

Writing in today’s Daily Mail, Vogue Editor Alexandra Shulman argues that mothers’ rights are making younger women unemployable.  She maintains that maternity leave (often multiple times) followed by requests for flexible working are creating huge problems amongst her workforce which she summarises as 90% female – of which 98% are women of childbearing age.

I will ignore the question of why 98% of her female workforce is under what must be around 50 or so (I don’t think I would want to hear whatever justification she chose to come up with). But therein lies the source of her problem – and the solution.  Not just replacing younger women with older women who no longer have childcare responsibilities, but ensuring there is a balance of ages.

Employers – Alexandra included – and society as a whole need to understand that today careers are made up of many different stages throughout which employees have different wants and needs and different levels to which they are able to commit to the organisation. Employers ignoring this do so at their peril and, yes, they will suffer the consequences.  Short-sightedness will lead to the demonisation of young women as it has already of older workers. All that will be left will be younger working men.  Back full circle to where we were a very long time ago.

All this on the same day as the Mail publishes another piece by Linda Kelsey on how being over 50 today is no longer old… Is it me or do we need some joined up thinking?

http://www.dailymail.co.uk/debate/article-1226157/Vogue-editor-Alexandra-Shulman-asks-boss-hire-woman.html

Wood and trees

The recent and ongoing row between the government and scientists over the danger levels of various narcotic substances serves as a sharp reminder that in respect of most social issues our leaders just don’t seem able to see the bigger picture and grasp what’s really at stake. There’s a tendency to become embroiled in table-thumping and tantrums about completely the wrong thing. In this case it surely doesn’t matter whether ecstasy or cannabis is more or less dangerous than something or other else, what matters is that we live in a society where drug-taking and alcohol abuse is endemic, so what needs addressing are issues of cultural change. This inability to see the wood for the trees doesn’t seem to be a political thing, policy makers of all denominations and from all sorts of organisations seem to have difficulty identifying and addressing what the real problems are and devoting resources to the areas where they might actually make a difference.

Certainly this is the case with issues surrounding older workers. In the next year or so there’s going to be a massive amount of disagreement, argument and petulance over whether or not the default retirement age should be abolished. Although I believe it should, I also believe that actually it misses the point. What matters is fundamental attitudinal change on the part of employers, workers themselves and society as a whole that older people have continuing right to work for as long as they want or need to and shouldn’t be discriminated against on the basis of ‘age’. What a shame all that energy and publicity won’t be seen as furthering that cause.

Retirement Reform?

It was interesting to attend the Institute of Directors’ Roadmap for Retirement Reform presentation last Monday (October 19th) which they used to announce the launch of their new Centre for Retirement Reform.  On the face of it the presentation looked as if it would be largely about pensions but fortunately – and refreshingly – all the speakers seemed to recognise that pensions reform per se is not going to be enough.  Of course it was useful to be reminded yet again that our current pensions system was introduced when the average male life expectancy was 63 – what clearer evidence is needed of why it is no longer fit for purpose? But beyond this, the clear message from all seemed to be that meaningful impact in terms of reforming “retirement” will only come when employers create the culture, opportunities and support to help those people who want to, or need to, stay in work for longer. 

We look forward to finding out more about the work of the Centre as it develops. At this stage, perhaps we have two caveats.  Apparently one of the Centre’s first areas of interest is to be what are commonly labelled “olderpreneurs” – older individuals who start their own businesses. In respect of this we take the view that the focus needs to shift from helping older people to start a business (generally comparatively easy) to helping them build and sustain their business (difficult). Otherwise all that is happening is encouraging a new generation of business lemmings, racing towards a cliff-edge of failure and disappointment.  Additionally, and on a different note, we yet again call for the development of a new terminology. “Retirement” will only truly be reformed when we have an adequate vocabulary to describe all the various states (non-working, part-time working, portfolio working, self-employment, volunteering, etc) that are currently covered by this outmoded term.

 

 

“Building a society for all ages”

The deadline has now passed, at least for the moment, to make your voice heard to the government over their proposals outlined in “Building a society for all ages” a document which focuses predominantly on the issues surrounding our ageing population. The issues are very wide-ranging and extremely important.

We here, at in my prime, made our own representations in the fields in which we operate and if you are interested in seeing what we had to say please click here 

To read the original government document click here

Increasing State Pension Age: black and white…..or grey…?

Conservatives’ plans to raise the state pension age to 66 will make youth unemployment worse leading to a 200,000 rise in unemployment in the first year – many of whom could be young jobseekers. This is the view of Ray Barrell, Director of Macroeconomic Research at the National Institute of Economic and Social Research who made his prediction at this week’s Just Ageing Seminar, hosted by the Equality and Human Rights Commission (EHRC). He supported his case by commenting, “If we extend working lives effectively the people we will have to help in the labour market are not those who are in a job and can stay in it for another year, but those at the other end of the labour market who are looking for a job, and the job that would have come up for them is no longer available.”

Stirring stuff when accompanied by alarmist headlines such as Tory plan to raise pension age will add to youth unemployment (Personnel Today)

But surely it’s not that simple. Not only do young, incoming job seekers not automatically replace outgoing retirees due to lack of similar skills and experience, but not all older workers are going to want to keep working or, if they do, to keep working in the same job. Research has shown that later life career changes are becoming more desirable for older individuals with those who want to work increasingly seeking to do so under their own terms. And for many those terms mean working less and working flexibly. The sooner employers start to address these issues, the sooner we should stop hearing these types of argument which effectively are comparing apples with pears – and ultimately just don’t add up.

Indeed, the Personnel Today article does not reflect a balanced view of proceedings at the Just Ageing Seminar. In particular, Sheila Wild, Head of Earnings and Age Inequalities at EHRC, arguing why the Default Retirement Age should be removed, said “ It is not a contest between older and younger workers, but about ensuring everyone who wants to work has the appropriate skills, whatever their age. The UK Commission for Employment and Skills has predicted 2 million new jobs between now and 2020 – and most of them will demand higher level skills. In securing jobs coming out of recession, skills levels are likely to be the key factor, not age”.

A grey day for Heyday? Not in the longer term.

And so the “Heyday” case has finally drawn to a conclusion with seemingly disappointing results. Even in its final battle Heyday was destined to be a loser and its (poorly chosen) name will thankfully fade away into history. Let’s hope the new merged charity sticks to its knitting and does not make the same mistakes again. However, that is another story – for another day.

On the surface the outcome of the Heyday case is unhelpful, certainly to those who have had age discrimination cases pending. Much has already been written in the press about the case and we don’t wish to go over this ground again. The judge took a particular standpoint based largely on a historical perspective and this has let the government off the hook, at least in the short term. However, moving forward, it will clear the air and allow fresh and proper thinking instead of continued attempts to justify the previously taken, and very weak, position.

The demographics are moving one way only. The financial concerns of our older citizens and of government are moving one way only. And the skills needs of industry, business and employers at large are moving one way only. The debate can, therefore, move in one direction only. Nevertheless, it has to remain top of the agenda and we applaud all of those organisations which are fighting and lobbying to bring about the necessary changes, sooner rather than later.

We, at in my prime, have a slightly different perspective. We are more concerned with the next phase. How are employers going to manage their older workforces? How are individuals of any age going to plan for the rest of their lives, find the right balance between work and non-work, and determine the necessary stepping stones? And how are employers, employees and government going to work together to find solutions which are in the best interests of all concerned?

The Heyday judgement is just a temporary setback – but nothing in this life worth having comes easy.

If it’s on the telly it must be true…

Ultimately, as has been proven so often, it is not meaningful, substantial, well-founded developments emerging from the work of academics, social scientists or policy makers that change public thinking and action. They – and their creators – regardless of how profound, rational, and urgent they may be, tend to get lost in the wilderness, ignored and unrecognised apart from a passing mention in a worthy publication or two.

No, things rarely ever change dramatically until they are – often inappropriately and without warning – dragged into the mass media spotlight.

There are signs that this is happening now with age and working. Exposés relating to the media’s own treatment of older women (Selina Scott, Arlene Philips, Moira Stuart, etc) are becoming more frequent. And now, glory of glories it has hit the soaps with both Eastenders and Coronation Street currently running storylines relating to problems facing older workers. Dot Cotton and Deirdre Barlow may not be role models for us all but if they can help generate greater public awareness of some of the issues, it’s all good stuff.

McDonalds – we’re lovin’ it

New research from Lancaster University Business School has shown that employees aged over 60 have delivered a significant boost to business at McDonalds. Levels of customer service are reportedly 20% higher in restaurants with staff aged 60 or over with 69% of McDonalds’ managers saying older workers empathise and connect well with managers, 47% saying older workers go the extra mile to deliver the best possible service and 44% rating highly the role of mature workers in bringing mentoring skills to help develop younger staff.

McDonalds employs 1,000 people aged 60 or over. Of course, older workers aren’t perfect but this shows that those organisations who are prepared to recruit, develop and retain them can reap real bottom-line benefits. Like B&Q, Sainsburys, BT and other such organisations before them, they’re to be commended for recognising the strengths of an age-diverse workforce. We’ll really be lovin’ it when other mainstream employers do the same for white collar and managerial employees – and the notion of a truly multi-generational workforce is so commonplace as to no longer be newsworthy.