AGING WORKERS: Time to force out the myths and misconceptions
When thinking about diversification in the workplace, visible minorities or gender immediately comes to mind. But, we should also be considering diversification in other areas including across a range of age groups. While we tend to focus on integrating younger generations into the workforce, we often forget the value and knowledge that experienced workers bring to the support and development of an organization. In fact, there are a number of reasons that workers are continuing to work beyond the standard retirement age of 65 years and older workers are more visible than ever before in the workplace.
Another ‘ism’ – Ageism
A common misconception is that older workers cannot work safely and effectively and so, often become victims of outdated attitudes and stereotyping, affecting them by:
1. Forcing them out of the workforce prematurely
2. Denying promotions
3. Exclusion from training and learning opportunities.
Keep in mind, aging is a highly individual experience and it is not possible to generalize about the skills and abilities of an older person based on age, any more than it is possible to make assumptions about someone based on any other aspect of their identity. Human rights principles require people to be treated as individuals and assessed on their own merits, instead of on the basis of assumptions, and to be given the same opportunities and benefits as everyone else, regardless of age.
Let’s explore some common misconceptions about older workers.
Myth#1: “Older workers are more likely to have work-related injuries.”
Fact: Older workers actually suffer fewer job-related injuries than that of other work groups.
Myth#2: “Older workers are more likely to suffer from illness and are more often absent or late for work than younger workers.”
Fact: Studies show older workers have lower absenteeism and tend to be more punctual than younger workers.
Myth#3: “Older workers are unable or unwilling to learn new skills.”
Fact: Age often does not determine the willingness to learn. Older workers may take a little more time to learn as well as respond better to training methods that are more suited to their needs.
Myth#4: “Older adults avoid using newer technologies and approaches.”
Fact: Older workers tend to respond to innovations especially when related to what they already know, allows self-paced learning, provides opportunities to practice and when support is offered.
Myth#5: It is not worthwhile investing in training older workers as are likely to leave or are close to retirement.”
Fact: Older workers are less likely to change jobs, tend to be more loyal, especially when their efforts are accepted and appreciated.
Myth#6: “Older workers are less productive.”
Fact: Significant impact on productivity due to aging is less likely until the worker reaches their 70s. Moreover, older workers may be less productive doing heavy physical works, for instance, but tend to make up for it with such influence in job experience and forethought.
Myth#7: “Older workers relate poorly to customers.”
Fact: Older workers have more profound people skills making it easier for them to build a rapport with clients more quickly compared to the younger worker.
Myth#8: “Older workers are inflexible.”
Fact: Older workers tend to be more cautious improving accuracy and safety.
Reflection
So before making assumptions about an older worker either in your workplace or in the workplaces you visit, think about how you are perceiving them. Are you pre-judging? Consider your own plans for the future. At what age are you predicting to still be in the workforce and how will you want to be perceived and treated?