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Women over 50 are worried about what the future holds when it comes to employment prospects.


Article by Ceri Wheeldon

I was at The Young at Heart Show over the weekend and got to meet a lot of Fab after FIfty readers face to face – which was great.

As I chatted to hundreds of women over the 2 days there was a recurring theme in many of the conversations.  Nobody was talking about wrinkles or grey hair – but many women in their 50s and 60s were concerned about what their financial  future would hold.

Job seeking concept

 

Many women had found themselves divorced and either had been made redundant or thought they might be, and were concerned about how they would cope financially – especially in the context of having seen their retirement age increase as a result of recent changes in legislation. As one said – ‘I thought I could struggle through till I turned 60, but now, because of my birthday, I have missed the deadline by 6 months and so will not be able to  retire until I am 66 – I can only find part-time work and my savings will not take me beyond 60. I am worried for the future – I know I am going to have to sell my home.  Every time I apply for a full time job I am told that I am too old. I know I can do a good job in the right role. I’m willing to work but feel let down at all fronts. I started work in my late teens, have paid into the system all my life, but feel the goalposts changed without warning.

Many women felt discriminated against as they started looking for work based on their age.

I heard so many similar stories over the two days.

Far too many women feel they have worked hard, paid into the system, have seen any financial cushions they had accumulated eroded by the financial crash. They now need to work, but believe that the doors of employment are closed to them.

I cannot do anything to change the pension legislation, but I can help provide tips to help women over 50 looking to return to work  – based on my own experience as a headhunter for 28 years.  I can certainly point you in the right direction in terms of resources for women looking to set up their own businesses. We will be featuring a lot more articles on this subject in the future.

We already have a number of articles which should help those women returning to work and I will add more over the coming weeks.

It’s not easy, but women over 50 are immensely employable. You need to maximise your potential to get the job  at each stage of the process. Here are some straightforward tips to help you through your job search . Keep checking in – I will be adding more articles and videos to help!

10 articles to help women over 50 with their jobsearch

10 reasons women over 50 make great employees

What to do if you are made redundant

Tips for planning your job search

How to prepare for a job interview

How to prepare for a telephone interview

The importance of choosing the right job title

How to prepare for a video interview

How to handle age discrimination in the jobsearch process

Tips for moving from public sector to private sector

How to make sure you are employable over 50

 

 

Ceri Wheeldon

Ceri is Founder and Editor of Fabafterfifty.co.uk She is a frequent speaker at events and in the media on topics related to women over 50 , including style and living agelessly. With 20+ years experience as a headhunter Ceri also now helps support those looking to extend their working lives.

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Comments

  1. Jaki Scarcello

    October 8, 2013

    Thanks for writing this Ceri, so many women need the advice you offer

  2. Carol Cassara

    April 18, 2014

    This is really a serious problem. A corporation can hire a 50 year old with 30 years experience at the top of her pay grade OR they can hire a 35 year old with 15 years experience who requires less pay. The difference in experience between 15-30 is not perceived as that important. I’m sharing this with friends on the hunt, thank you.

    • Ceri Wheeldon

      April 18, 2014

      When it comes to the number of years of experience I have worked with corporates who have assessed those years differently, looking at the tasks performed and the progress made within those years. For example, if someone has been in a role for 5 years, have they progressed during those 5 years and added real skills and expertise to their profile, or have they effectively related one year 5 times. Your 5 years in one role may have a value to your current employer as you develop a knowledge of the company, systems, and internal network, but this may not enable you to command that same premium with a new employer – as you will take time to come up to speed with their company structure and network. Difficult one Carol!

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