Last week I listened in on a very intriguing teleconference featuring Ann Clurman, Senior Partner of Yankelovich Monitor. She was reporting on a survey that Yankelovich just completed, ‘10 Things About Boomer Women.’ There are many indicators in the survey that substantiate the expectations of many that this group is not going to just fade quietly into the sunset any time soon. Of course, I was particularly interested in aspects of the study that gave clues to the Boomer womens’ plans regarding employment in the future. The study did not disappoint.

Several studies have indicated that 65 - 70% of Boomers plan to work into their late 60’s or 70’s. This study put a different, and very interesting spin on that group. Yankelovich asked whether they would agree to the statement that “If I choose to, I will be physically and mentally capable of working into my 70s and 80s.” 68% of the Boomer women agreed with that statement. This positive attitude was reflected in another response, with 86% agreeing that “I believe life is a set of endless opportunities no matter what your age.”

Yankelovich calls this goal “Middle Age-lessness.” Ann Clurman pointed out that “Boomers see no reason why they should matter less in the future.” And they are going to work to keep physically and mentally sharp to stay on top of their game.

Information on the Yankelovich study can be obtained from Sara Delligatti at Yankelovich (sdelligatti@yankelovich.com).

Another survey, this one by Jobfox, uncovered some trends that could fit very well with the above. They note in Workforce Management (link) that “Companies are showing increased interest in retirees and stay-at-home moms to possibly fill glaring labor shortages.” With the Yankelovich survey already noting that 27% of Boomer women parents without children under 25 living at home “Have returned to work or work more hours since (their) last child left home,” up from 20% in 2006, employer need and worker desire could come together in a very positive way for Boomer women. 

Another Workforce Management article (link) was published in April, but is very relevant to the above. The article chronicles how Lehman Bros. recognized the need to ‘recruit and retain women for senior positions at the firm,’ and that bringing back women who had left the workforce required flexibility in hours and days worked. Lehman has made this a top priority, with direction and comment straight from the president.

Of course, these are highly skilled women, and they are in great demand. Those with less skills will probably discover reentry to be a more challenging objective. However, as more firms like Lehman lead the way, these ‘best practices’ will hopefully lead to more opportunities throughout the workforce.