Not ready to retire
Recently, I was talking to a client who was telling me how difficult they were finding it to get a new job because they were over the age of 60. They also told me that in the USA, one of their female friends aged 75 was being recruited for a new role working with the FBI!
So why is it that in the UK and in many other countries we are biased against the older worker?
Age discrimination in the workplace is a pervasive problem in many countries, despite laws against it. There are several factors contributing to this bias against older workers:
Perception of Skills and Adaptability: There's a stereotype that older workers may be less adaptable to new technologies or work practices. However, many older workers possess a wealth of experience, skills, and adaptability that can be invaluable to companies.
Cost Considerations: Employers may view older workers as more expensive due to higher salaries, especially if they've been with the company for a long time and have accrued benefits. This can lead to a preference for hiring younger, less experienced workers who can be paid lower wages.
Ageism: There's a societal bias against aging that contributes to age discrimination in the workplace. This bias can affect hiring, promotion, and retention decisions.
Training and Upskilling: Companies may be reluctant to invest in training and upskilling older workers, believing it's not worth the investment if they're nearing retirement age. However, providing opportunities for continuous learning and development can benefit both the employee and the organization no matter the age of the employee.
To address these issues, there needs to be a shift in attitudes and practices within organizations.
This can include:
Education and Awareness: Employers need to be educated about the value that older workers bring to the workforce and the harmful effects of age discrimination. Many younger staff members can be mentored by older workers and all age groups should be able to share knowledge and expertise.
Training and Upskilling Programs: Companies should invest in training and upskilling programmes for all employees, regardless of age, to ensure that everyone has the opportunity to develop new skills and stay competitive in the workforce.
Flexible Work Arrangements: Offering flexible work arrangements, such as part-time or remote work options, can help older workers balance their work and personal responsibilities while continuing to contribute to the workforce.
Inclusive Hiring Practices: Employers should adopt inclusive hiring practices that focus on skills and experience rather than age. This can help ensure that older workers are not unfairly excluded from job opportunities.
By addressing age discrimination in the workplace and embracing the concept of lifelong learning and employment, companies can harness the full potential of their workforce and contribute to a more inclusive and productive economy. This way, fewer over 50s will be out of work, fewer over 50s will be forced into early retirement and more individuals will be able to contribute to a vibrant and diverse economy.