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In a rapidly changing world, companies have learned\u2014sometimes reluctantly\u2014to manage various transitions, notably environmental and digital ones. Yet one major area is often overlooked: generational transition<\/strong>, driven by the aging workforce. The taboo around demographic change strikes me, having entered the job market about ten years ago. I see it as a missed opportunity for both collective and individual growth. So, how can we raise awareness and shift perspectives?<\/p>\n\n\n\n Life expectancy is rising, birth rates are falling. The result: France is aging. According to INSEE, by 2030, one in three French people will be over 60<\/strong>. This reality rightly fuels debates around old age, end-of-life care, and the sustainability of the pay-as-you-go pension system.<\/p>\n\n\n\n Yet there is a blind spot in these discussions: the impact of demographic change on the labor market<\/strong>. While retirees are often the focus (and rightly so), active workers are largely overlooked. This is concerning because 2025 will mark a new peak in workforce aging: according to INSEE, 35% of the working population will be between 50 and 64 years old<\/strong>. We tend to ignore this because about half of that age group is unemployed and thus off the radar. A September 2023 study also highlighted that most HR directors admitted to having automatically discarded senior candidates at the request of management<\/strong>. In this respect, France ranks among the least proactive countries in the European Union.<\/p>\n\n\n\nA Societal Responsibility for Companies<\/h3>\n\n\n\n