Age without Apology (in the Workplace)

#AgeWithoutApologyMonth

National Age Without Apology Day celebrates those who defy societal expectations about ageing. Initiated by the UK-based skincare brand Willowberry, founder Jenni Retourné launched the campaign to challenge negative perceptions of ageing and promote a positive and realistic view, particularly within the beauty industry.

Jennie Retourné

(Warpaint Magazine)

In an interview with Warpaint magazine, Retourné explained that the Age Without Apology campaign stemmed from her desire to provide natural skincare tailored specifically for mature skin without encouraging people to "reverse" their age. Her efforts have been recognised by the British Beauty Council, where she has been appointed a Diversity & Inclusion Committee member. This article explores how this campaign can support womxn in the workplace, and encourage organisations to value ageing womxn so that no womxn has to apologise.

According to the Gov.uk website, as of the latest update in September 2023, the average age at which women exit the workforce increased by 0.4 years, reaching 64.3 years in 2020. This coincided with the rise in the State Pension age for both men and women to 66 years. However, since 2022, the average retirement age for women has decreased slightly, dropping by 0.3 years to 64.0 years compared to 64.3 years in 2020.

This statistic highlights the exit age. What about workplace satisfaction as women's bodies change over their careers? As biology interacts with workplace dynamics, fostering equity, diversity, and inclusion is crucial to ensure that ageing womxn can continue contributing in any way they professionally desire so that no-one is forced into retirement.

(PBL Magazine)

Any change management initiative must start at the grassroots level, ensuring an inclusive environment that enables womxn of all ages to feel respected and valued. Young womxn are more likely to commit to an organisation that encourages continuous learning and promotes them into leadership roles. Early encouragement nurtures fresh talent into management positions, fostering dedication to the workplace. Their years of expertise often translate into a deep understanding of the industry, strong problem-solving skills, and the ability to mentor younger colleagues as they were once mentored.

By consistently recognising and celebrating the achievements of womxn in the workplace—such as awards, significant projects, or leadership roles—the focus shifts to individual contributions, reinforcing their value within the organisation. Here are a few steps to take so that womxn maintain their dignity as they age:

• Training and education: Provide workshops or training programmes that challenge age bias and promote the value of experienced employees.
  

• Mentorship programmes: Create mentorship programmes that pair experienced womxn with younger colleagues to leverage knowledge and skills.

• Flexible work arrangements: Offer flexible work arrangements, such as remote work or part-time options, to cater to the needs of womxn at different life stages.

• Benefits and wellness programmes: Design benefits and wellness programmes that address womxn's specific health concerns as they age.

One step that deserves its own section is understanding menopause, a natural part of ageing with symptoms like hot flashes, fatigue, and difficulty concentrating. These symptoms can lead to decreased productivity, increased absenteeism, and even feelings of inadequacy. However, with supportive workplaces and open communication, womxn can effectively manage these symptoms and continue to thrive in their careers. Fostering open communication demonstrates a willingness to understand what ageing womxn face while providing an empathetic response to their careers instead of pushing them into retirement.

(Conveniencestore.co.uk)

Recognising the impact menopause can have on employee well-being and retention, particularly among women, the Co-op has taken a leading role in addressing this issue. Their menopause policies, established in 2019 and updated in 2022 to encompass perimenopause, aim to create a supportive work environment. Hosting monthly coffee mornings for colleagues provides a safe space for women to share experiences and access resources. This demonstrates Co-op's commitment to fostering a culture that empowers women to thrive throughout their careers, even during menopause.

When workplaces actively support womxn in embracing ageing, it fosters confidence and creates a more diverse and experienced workforce. Experienced womxn make an organisation thrive with their wealth of knowledge, honed problem-solving skills, and ability to mentor younger colleagues. This diversity of perspectives fuels innovation and strengthens decision-making. A company with a wider talent pool is better positioned to compete, contribute more to the economy, and create a more vibrant and successful society.

What can womxn do individually to move away from apologising and take pride in their contributions to the workplace?

• Build Confidence: Don't let age-related stereotypes diminish your self-worth. Focus on your accomplishments and the unique experiences you bring. Regularly update your CV to highlight your most recent successes and relevant skills.

• Find your Allies: Seek out individuals who will champion and nurture your professional growth. These allies can be colleagues or even friends who recognise the challenges intersectional individuals face. An ally can advocate for you during critical discussions, support your ideas, and help create opportunities for your advancement.

• Network Strategically: Build strong relationships with colleagues and mentors inside and outside your company. This network can be a valuable source of support, advice, and potential career opportunities.

• Develop Skills: Stay relevant by continuously learning new skills. Participate in training programs, attend industry conferences, and seek opportunities to mentor younger colleagues. This demonstrates your adaptability and commitment to growth.

• Advocate for Yourself: Don't be shy about showcasing your expertise. Volunteer for challenging projects, actively participate in meetings and share your ideas confidently. Seek opportunities to present your work and build your reputation within the organisation.

• Negotiate for Promotions: Do your research before entering a promotion discussion. Know your market value and be prepared to present evidence of your accomplishments and contributions. Practice your negotiation skills and be assertive in advocating for the promotion and salary you deserve.

• Document Your Achievements: Record your accomplishments, awards, and positive feedback. This documentation will be helpful when advocating for promotions, raises, or recognition.

As Jenni Retourné promotes a positive and realistic view within the beauty industry, I encourage all organisations to open discussions to foster inclusivity for all womxn regardless of their career stage or age. Workplaces must actively dismantle age bias and foster inclusivity. Initiatives like training programmes, mentorship opportunities, and flexible work arrangements demonstrate a commitment to valuing experienced womxn. Additionally, recognising the impact of menopause through supportive policies and open communication creates a safe space for womxn to navigate this natural transition.

For womxn, the key lies in self-advocacy. Building confidence, developing new skills, and actively advocating for accomplishments are crucial. Remember, your experience is a valuable asset. Don't stop showcasing your expertise and confidently negotiate for the recognition and advancement you deserve. By working together, we can dismantle ageism and create a workplace where women of all ages can thrive.