‘I’m older but I can still do this job’: the experiences of mature women in an age-sensitive occupation

Abstract

Title: 'I'm older but I can still do this job': The experiences of mature women in an agesensitive occupation This paper explores how mature female flight attendants [FAs] use Selection, Optimization and Compensation [SOC] strategies to cope with age-related diminishing resources at work. FA is an age-sensitive occupation, and in some organisations, women are under constant pressure to look young and attractive. This Interpretative Phenomenological Analysis study aims to add depth and nuance to our understanding of SOC strategies qualitatively; most published studies are quantitative. A homogenous sample of 5 mature single Filipina FAs, foreign workers employed by Arabian Gulf-based airlines, were interviewed through a semi-structured protocol. Recruitment was through a snowball process. The study found that FAs use SOC strategies to compensate for age-related decline. Off-duty, their focus is directed to activities that help them to meet the organisations' expectations of youthful appearance and productivity. To achieve this, resources from other life domains are diverted, which leads to negative outcomes from focussing SOC strategies on only one aspect of life. Despite negative personal implications and concerns about the future, the participants still felt attached to their work identities. This shows the importance of understanding the use of SOC strategies within and across life domains, as well as its implications for career sustainability and workability. The use of such strategies at work when detrimental to other life roles is unsustainable. The findings highlight the importance of conducting more qualitative studies on SOC behaviours o specific groups, so the experiences of ageing at work can be explored in more depth allowing areas of concern to be identified.

Hot topic: Examining discursive representations of menopause and work in the British media

“…and by being inherently a women's issue, menopause also links to tribal stigma. This triple stigmatization of menopausal women not only violates idealized notions of femininity (Chrisler, 2011;Rowson & Gonzalez-White, 2019;Ussher, 2011) but it also contravenes the hegemonic norm of a reliable and predictable idealized worker (Atkinson et al, 2021;Steffan, 2021). Thus, this may reinforce a perception that menopausal women are not fit for work.…”

“…The focus on cognitive and psychological decline and related unpredictability (e.g., depression, anxiety, irritability, and rage) may be perceived as women's fault or a reflection of their inability to manage themselves, hence reinforcing the “blemish of personal character stigma”; and by being inherently a women's issue, menopause also links to tribal stigma. This triple stigmatization of menopausal women not only violates idealized notions of femininity (Chrisler, 2011; Rowson & Gonzalez‐White, 2019; Ussher, 2011) but it also contravenes the hegemonic norm of a reliable and predictable idealized worker (Atkinson et al., 2021; Steffan, 2021). Thus, this may reinforce a perception that menopausal women are not fit for work.…”

“…The biomedical discourse also includes the eternal youth idea and the need to preserve female sexuality and physical attractiveness (Hvas & Gannik, 2008). This reflects the expectation of youth that accompanies the female beauty ideal; therefore, having an aging appearance (e.g., wrinkles, gray hair, and hot flushes) transgresses this sexist view of female beauty, leading to a loss of status (Chrisler, 2011; Rowson & Gonzalez‐White, 2019).…”

“…Menopause carries a stigma because it entwines several issues associated with dysfunction and loss of control (Krajewski, 2019). When women are not able to control their bodies (e.g., hot flush and menstrual flooding) or their emotions, they can be seen as transgressing the androcentric norm (Chrisler, 2011; Krajewski, 2019; Ussher, 2011) or violating idealized feminine qualities of calm, control (Ussher, 2011), and beauty (Chrisler, 2011; Rowson & Gonzalez‐White, 2019). Krajewski (2019) argues that older women's behavior is open to ridicule when associated with hormonal changes.…”

The master narrative of older employees in changing workplaces

“…Previous research has shown that female airline workers are particularly aware of age-related changes in their physical appearance because appearance is important for their jobs. Thus, considerations of physical changes in this group need to include physical appearance (Rowson and Gonzalez-White, 2019).…”