In France, the employment of women over 45 represents the category with the longest period of unemployment registration. Indeed, these women face difficulties in finding a job.
In its study “OSER,” the association Force Femmes highlights that:
– 47% of HR firms consider it challenging to place a senior female job seeker in a new position.
– 76% of the women surveyed believe that age is a professional barrier.
The Challenges
The difficulty for women in this category to find a job can be explained by several factors:
1. Age and gender discrimination: Some employers may hold stereotypes that older women are less productive and less committed to their careers.
2. Skills evolution: The labor market is rapidly changing, particularly in terms of technological skills. Women over 45 may sometimes be perceived as having outdated skills or those not adequately adapted to current demands.
3. Family responsibilities: Women in this age group often face family responsibilities that may limit their availability or flexibility for a job, influencing employers to favor candidates without such constraints.
4. Employers’ perception of longevity: Some employers may be hesitant to hire women over 45 because they fear these women may retire sooner. This leads them to favor younger candidates who might stay longer within the company.
It is important to note that these factors are often linked to stereotypes and may vary from situation to situation. Not all women over 45 necessarily encounter these difficulties.
When women seek employment from age 45, they face a form of ‘double burden.’ In addition to age-related barriers, women also face those of a career filled with obstacles […] Yet these women in the second half of their careers have experience and skills to offer.
– Elisabeth Fuchs, Director of Les entreprises pour la Cité in the Provence-Alpes-Côte d’Azur region
On Tuesday, May 16, the “Job Meeting Tour au Féminin” took place in Nice, an event dedicated to the employment of women over 45, which helped connect companies’ recruitment needs with senior candidates.
The teams from Les Entreprises pour la Cité and the Force Femmes association mobilized during the Job Meeting Tour au Féminin with this idea:
What if hiring senior women was one of the answers to the talent shortage?
According to the “Besoins en main-d’œuvre 2022” survey by Pôle Emploi:
– 58% of recruitment projects are currently deemed difficult by companies.
– 86% of recruiters mention an insufficient number of candidates.
– 71% mention inappropriate candidate profiles (lack of professional experience, lack of motivation, lack of technical skills, lack of diploma, or geographic distance).
The hiring of senior women could therefore be considered one of the responses to the talent shortage. Women over 45 generally possess extensive professional experience and valuable skills. Moreover, promoting diversity and inclusion by hiring senior women can enrich teams by bringing different perspectives and a wider variety of experiences.
As the population ages and the retirement of baby boomers causes a reduction in the available workforce, hiring senior women can help bridge skill gaps and prevent talent shortages.
However, it is necessary to raise awareness among employers about the benefits of this approach, combat age-related stereotypes, and create an inclusive work environment that values diverse career paths.
The Solutions
Several initiatives and efforts are being made to address the challenges faced by women over 45 in their job search:
1. Awareness and training: Organizations implement awareness and training programs to combat stereotypes and discrimination related to age and gender.
2. Equal opportunity policies: Companies and governments adopt policies aimed at promoting equal employment opportunities, focusing on eliminating age and gender-based discrimination.
3. Mentoring and coaching: Mentorship and coaching programs are established to support women over 45 in their professional development (providing advice, helping women strengthen their skills, increase their confidence, and overcome job search obstacles).
4. Recognition of experienced value: Employers increasingly recognize the value of the experience and expertise that women over 45 can bring to an organization.
5. Networking and visibility: Networking events and online platforms are created specifically to connect women over 45 with job opportunities, mentors, and employers to increase their visibility in the job market and facilitate access to interesting positions.