When we talk about female employment, we focus on younger women, but we can’t forget the “older” ones, even if it seems a less attractive topic.
The numbers speak for themselves:
- Women over 50 now represent 39% of employed workers in Italy, up from 17% in 2004.
- Between 2004 and 2024, female employment grew by 25%, but this increase is entirely due to the over-50 age group. The percentage of women over 50 has skyrocketed from 100 to 286, as reported in the article on AlleyOop in Il Sole 24ore.
But who are these women? They primarily belong to the baby boom generation, who invested in education and careers and continued to work despite a long period of searching for their first job.
I would add that many today find themselves in a complex situation: in addition to work, they are responsible for caring for elderly parents, despite having grown children of their own. This “invisible double burden” makes their professional experience even more challenging.
Today, over 3 million women over 50 are employed, many concentrated in public administration, education, and healthcare (46%). An age management approach is needed that empowers them, avoiding the feeling of being “stuck” in roles lacking momentum and without real opportunities for growth or change, as the article suggests.
What is really needed?
- Continuing education and refresher programs (reskilling).
- Active policies that support their qualified presence in the labor market.
- Work-life balance, including dedicated services for caregivers.
- Intergenerational mentoring to foster a virtuous cycle between experience and innovation.
Investing in women over 50 means enhancing their experience, stability, and social cohesion. Recognizing and supporting them, including the emotional and practical burden of caring for elderly parents, is a crucial step toward an inclusive and sustainable labor market.
