AGE
The topic of multigenerational inclusion, which refers to the harmonious cohabitation of different age groups within an agency, is crucial in developing a D&I policy. This includes the inclusion of the most discriminated against age groups, who are victims of many stereotypes, in the workforce: those under 26 on one hand, and those over 50 on the other.
Age is the first diversity and inclusion criterion on which companies commit to. They are more committed to employees under 26 (71%) than those over 50 (60%).
It is also themain discrimination criterion feared by employees.
As of early 2022, according to INSEE, the youth unemployment rate stands at 15,9% compared to 7.4% for the general population.
The unemployment rate for those over 55 remains below the national average at 5,8%, but this age group represents the majority of long-term unemployed people
Sources : Bilan Diversité 2021(Charte de la Diversité x Occurrence) | Étude Diversidays 2021 (PwC x Occurrence)
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lexicon
Generation
A group of people living in the same time and being roughly the same age. In the sociology of work, certain characteristics, stereotypes, and ways of being are sometimes attributed to them based on the economic and social conditions experienced during their lives. However, this is not an absolute truth and does not allow for determining the specificities of a profile.
- Baby boomers: born between 1956 and 1964;
- Generation X: born between 1965 and 1980;
- Millennials (or Generation Y): born between 1981 and 1996;
- Generation Z: born between 1997 and 2012.
Age pyramid
A graphical representation allowing to observe the distribution of employees in the company by age and gender. It is a tool for observing age diversity in one’s company.
Pre-retirement
A system allowing a person close to retirement to reduce their working hours or stop working while receiving replacement income until their effective retirement age.
Apprenticeship
A training system allowing a person to alternate between periods of work in a company and periods of training.
RAPPEL DE LA LOI
Lois anti-discrimination
L’âge fait partie des 25 critères de discrimination définis par la loi n° 2008-496 du 27 mai 2008. Comme précisé dans le Code du travail et le Code Pénal, il est donc interdit de traiter inégalement une salariée ou un salarié en matière d’embauche, de formation, de salaire ou d’évolution de carrière en raison de son âge.
Accords d’entreprise
Depuis 2010, les entreprises de plus de 50 salariées et salariés doivent conclure des accords permettant à la fois le maintien dans l’emploi des salariées et salariés âgés de plus de 55 ans, ainsi que le retour à l’emploi des salariées et salariés âgés de plus de 50 ans. Ces accords peuvent prendre la forme d’un accord d’entreprise, d’un plan d’action ou bien d’un accord de branche.
Les moyens mis en place doivent garantir la tenue des entretiens professionnels tous les 2 ans et peuvent inclure des types de contrat spécifiques (Contrat Unique d’Insertion, CDI Inclusion, CDD Sénior, contrat de professionnalisation…).
BEST PRACTICES
Diversify your recruitment methods
To attract young profiles, recent channels such as Welcome to the Jungle, Beyond Talent or LinkedIn, as well as networks of different schools, can be used. To recruit more senior profiles, it may be relevant to turn to Pôle Emploi and recruitment agencies or headhunters.
Facilitate employee training
To accompany and ensure successful and lasting careers, training the entire workforce on new topics is essential. This allows young employees to assimilate the basics, and seniors to adapt to technological changes.
Implement concrete policies in favor of apprenticeships and internships
The professional integration of younger employees primarily depends on their training. However, it is important to support their evolution and ensure that company strategies facilitating internships and apprenticeships also lead to hiring.
Avoid pushing senior employees into unemployment
Starting at age 57, mechanisms exist to extend careers and retirement contributions while avoiding layoffs. Optimize your job and skills management to offer these options to employees nearing the end of their careers.
Effectively prevent psychosocial risks
Senior employees are particularly exposed to psychosocial risks. It is important to be attentive to this and involve managers and HR in addressing these risks.
Welcoming young employees
Think about their integration: provide an onboarding guide, establish a clear roadmap, schedule check-ins, and offer mentorship.
Implement a comprehensive onboarding program
Whether for learning digital tools like Slack or different software used daily by employees, it is important to plan training sessions on their use. Not everyone has the same digital skills, whether young or old!
Outils et Ressources
- Force Femmes, the association that supports unemployed women over 45 in building their professional project.
- Club Landoy, a think tank dedicated to the demographic revolution, whose core audience is 50 years old and over.