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When it comes to mid life career transition and support, there seems to be a lot of provision for women, but not a lot is done for the men.
We’ve made several observations at Brave Starts about the experience of men going through a period of career transition, and we recognise there are some unique challenges the 50+ man will experience. We wanted to get more detail on this, so that we can better understand the issues.
Which is why we hosted a focus group to discuss this topic on 4th June.
The focus group explored the particular challenges faced by men seeking to re-enter the workplace in middle age. They shared their experience of the emotional impact, discussed the hurdles men encounter, and what solutions might be put in place.
Breakout groups addressed the following points:
- What is the experience of being male and facing this stage in life of needing/wanting to work for longer and not being clear on your options. Finding things difficult makes us think and feel certain things. What are they?
- What expectations do you have about this stage of life/what life events are happening that also make this stage harder/trickier than anticipated?
- What solutions would you like to see that would be of most benefit and use to you?
Below is a synopsis of the discussions:
Experience
What was very clear is that the mood could be summarised as an infernal trinity of frustration, invisibility and isolation.
Frustration that engagement with potential employers is screened by algorithms, a lack of peer-to-peer contact and a paradoxically narrow view of the doctrine of ‘diversity’*.
A cross-sample of quotes illustrates the ubiquity of this view.
There is, crucifix to the infernal, another notable emotion at play and it is one of defiance. Notably, not a Cnut-like inability to feel the cold wash at one’s feet, but an articulated determination not to take a step backwards in the face of adversity.
There were some very good examples in the group of men filling their time with positive activity and constructive contribution to society, adding ‘purpose, structure and direction’. But what summed up the feeling best was a war cry; “No way am I going backwards!”.
In practical terms, that also meant that “Too many 50+ jobs feel like that.” By which is meant the commonly offered media feature alternatives like; “I earned £250 grand in the City. Now I drive a bus and I’ve never been happier.”
Equally, the notion of starting one’s own business was viewed with cautious positivity while injecting practicalities like financial backing and sheer energy.
In summary, the themes were strikingly consistent.
Things we might discuss next time in regard to what they throw up include the balance between “not giving up” but equally not “going down fighting.” Gallant last stands being “Magnifique, mais ce n’est pas la guerre.”
What expectations might one have to yield to survive and then prosper?
And on that subject..
Expectations
In this conversation, a telling phrase was “I feel cheated.” This was the most direct articulation of what seemed to be something of an underlying feeling, and connects very directly to what was often expressed as a societal waste of experience and resource built over time.
Common themes were “I’m not ready to retire” – meant as much mentally as financially - and the notion that the trajectory for capable and accomplished men of our age should be a rising and linear one.
One anecdote summed it up: “I didn’t think the wave would carry me ashore, but I thought I might at least step off the board in the shallows and be handed a drink.”
This was, of course, self-deprecating and there was a general acceptance that frustrated expectations and practical demands might meet somewhere in moving from corporate to SME, a shift from specialist to generalist, and an ability to contribute almost anywhere across the “portfolio of required skills”.
The workplace, it was lamented, now has ‘too narrow a focus’, and there was some frustration that a willingness and indeed keenness to shift gear (the balance between not retreating while not being massacred) was unmatched by employers who claim they can’t get workers.
“Where do you meet them [SMEs]? Where do they advertise?”
Solutions
A surface scratched.
Mentioned was creating an equivalent to The Women’s Returners Programme. Lucy tells me that this has now thrown its doors open to all but, given what has been established about the particular challenges men face, an adaptation should perhaps be explored further.
Lobbying points were mentioned and might include:
- Inclusivity (in its fullest sense)
- Ageism
- And ‘men’. The point being that there is no equivalent lobby on their behalf. (*It’s important to add here that there was no desire to get caught up in competitive claims to disadvantage, merely to have equality and diversity given full breadth to include older men).
And also, particularly pertinent to creative industries, some push back against ‘juniorfication’. It was, though, broadly accepted, that there are practical business reasons for this (cost) and not merely an inherently prejudiced view of ‘older’ male workers. Some research on precisely the blend would be greatly welcomed.
Also suggested was a replication of LinkedIn on Brave Starts. This would mean encouraging employers to shift some of their recruitment drive away from LinkedIn and place appropriate – perhaps SME positions – with Brave Starts.
Thematically, there were suggestions that Brave Starts could be a useful community of considered and experienced applicants into which smart employers could dip.
Finally, we are our own network. Let’s use it.
We will be holding a second session on 25th June to develop these and other ideas, recognising the limitations of Brave Starts’ resources, and perhaps prompting collaborative efforts initiated and executed by the men in the group.
If you would like to attend the second session, you can sign up here.
And finally, thanks to all those who attended. This was enormously constructive and cathartic.
The words ‘despair’ and ‘shame’ came up several times. Acid to the soul. So remember...
And, should you want to combine this with an entertaining watch on our topic of the day, we recommend Inhuman Resources starring Eric Cantona. Alain Delambre is 57 and unemployed.
You can also watch me discuss the focus group on YouTube here.
