Third Age Careers: : Meeting the Corporate Challenge

Citation

Tisdall, C. (1998), "Third Age Careers: : Meeting the Corporate Challenge", Career Development International, Vol. 3 No. 4, pp. 170-171. https://doi.org/10.1108/cdi.1998.3.4.170.2

According to Barry Curnow and John McLean Fox, the Third Age falls between the ages of 50 and 75, wedged between the Second Age of careers, marriage and parenting and the fourth age of dependency, decline and death. Arguing that insufficient attention has been paid to the unique characteristics of the Third Age, the authors aim to “help companies and individuals to understand that Third Age existence can be stimulating and fulfilling, if viewed and acted upon in the right way” (p12).

Drawing on the Carnegie Enquiry and their own commissioned research, and sharing the experiences of their consultancy firm and of “leading companies”, the authors present a vision of how this can be done. Although research evidence is cited, there is little information about sample characteristics, in particular in relation to gender and race. In addition, the cited experiences of individuals appear to be primarily those of men, (managers and professional staff), and the model of life development and career presented generally ignores the possibly different experiences of women.

As well as raising awareness of the significance of this period within the changing world of work, “Third Age Careers” is presented as being of practical use to businesses and individuals. Recognising the potential conflicts between company and individual needs, “good practice” is offered in relation to policy development and managing career transitions; together with imaginative approaches illustrated by means of case studies.

Without doubt, “Third Age Careers” focuses on an aspect of individual and organisation career that has so far received little attention, as well as highlighting some issues associated with age discrimination. Strengths of the book are that it may indeed raise the awareness of the reader and that it also provides various approaches that companies can adopt. As such, it provides a basis for action. However, “Third Age Careers” has less to offer the individual in relation to practical help, although this is one of its stated aims. Its appeal may also be limited by its tendency to male bias, and its lack of inclusion of illustrations of good practice from organisations in, for example, the public and voluntary sectors.