Challenges and Solutions

Challenges:

Age discrimination is the barrier for older workers. While often not intended or deliberate, some believe older workers can’t learn new things, aren’t able to keep up with younger workers, are inflexible and not creative. Decision-makers comfort themselves with the belief that older workers want to retire anyway. Employee and government benefit plans are set up for retirement at age 65, some for early retirement at age 55.

Solutions:

Solutions to keep older workers in the workplace include:

• Alter current benefit plans so that they extend beyond the average retirement age of 65,
• Adjust work arrangements to allow longer periods of time off or more part time work,
• Contract mature workers with extensive Company knowledge, history and experience to work as mentors and trainers as opposed to going into full retirement.

People from the ages of 45 to 65+ have an indeterminate number of years of productivity to offer an employer. Show that you are open to hiring mature workers by including words like "We value workers of all ages", or show a picture of an older worker in marketing materials or on your website when providing corporate information.

Do what you can to avoid age bias in the recruiting process. Have an older worker part of the selection team.

Mature Workers in Alberta and British Columbia: Understanding the Issues and Opportunities

Prospect Human Services offers a customized program tailored for the mature worker "Advantage 50 Plus Employment Services": www.prospectnow.ca.