Labour’s Keep Britain Working Strategy found that over one in five working-age adults are currently out of the workforce, mainly because of health problems. Mental ill-health among young people is rising sharply. Disabled people remain locked out of work at twice the rate of non-disabled people, whilst older workers are leaving too early.
So with employers currently facing a mounting list of challenges, everything from skills and labour shortages and a tightening economy, to adapting to changing workforce demographics where 1 in 3 workers are now over the age of 50, what is the solution?
Inclusivity and diversity
When we talk about the importance of getting more people into the workplace and ensuring they don’t leave, the focus tends to be on young people, but what we mustn’t forget is the untapped talent, experience and strong work ethic that is the older generation.
Many business owners believe that hiring workers over 50 is unwise for their organisation. There are quite a few ageist assumptions including health issues, their speed, adaptability, technical skills and of course their long-term value to employers. But these reasons can often be overcome with good communications, training, learning and career development coupled with a willingness to provide adequate support and working conditions for older workers.
Empowerment
However, let’s not forget that employing older workers can offer significant benefits. These include a wealth of experience and knowledge transfer, increased productivity and retention rates, and enhanced problem-solving and innovation through diverse perspectives. Of course having a multigenerational workforce won’t happen overnight. There are small steps that must be taken to build inclusive workplace cultures, where managers feel empowered to support older workers. Here are some top tips for how to get started.
- Culture and conversation – Create an open and honest environment where managers feel equipped to proactively raise age-related topics in conversations (health/wellbeing) and employees feel comfortable in sharing how they feel (short of confidence or skills). Encouraging open conversations will help challenge stereotypes and dispel negative perceptions that might be associated with age.
- Be flexible about flexible working – Flexible working arrangements can make a dramatic difference to keeping a person in their 50s and 60s in work. Giving employees the opportunity to discuss and adjust their working patterns will go some way towards them staying in work and improve overall retention.
- Training, learning and development – Be prepared to offer training as well as learning and development (L&D) opportunities for older workers. This will help to boost their cognitive health, job satisfaction, confidence, and adaptability to new tech (like AI). Whilst employers will be able to help combat skills shortages, retain invaluable experience and ensure intergenerational knowledge transfer, ultimately making them more productive, engaged, and essential for a resilient, future-proofed workforce.
- Employee assistance programmes (EAP) – Ensure that your EAP provides the right benefits to look after the health and wellbeing of your intergenerational workforce. With older workers tending to suffer more from musculoskeletal disorders, age-related physical declines like hearing/vision loss and mental health challenges such as burnout, depression, and stress, it’s essential that you tailor your EAP to address these issues and ensure that it is fully accessible and well communicated to them.
- Return to the workplace etiquette – If older workers have had to take an extended break from work, it’s essential that employers fully support their return with open communication. This might involve flexible options like part-time/hybrid roles, tailored training, mentorship, and phased returns. In addition, organisations if someone is revering from an illness businesses should consider workplace and job adjustments to rebuild confidence and help ease their transition back into office life.
How can I help?
For advice and support on how your organisation can provide career development, health and wellbeing support, flexible work practices and improved back to work practices to unlock the potential of older workers, please get in touch with caroline.robertson@actifhr.co.uk