HR magazine seeking urgent views on ageing workforces

ended 27. April 2021

Covid-19 has caused the biggest annual employment fall for older workers since the 1980s, according to a recent report by the Resolution Foundation.

With this in mind, what can HR teams do to support older workers, and ensure this demographic is not forgotten about?

4 responses from the Newspage community

"A good place to start would be a programme similar to the Kickstart Scheme aimed squarely at older workers to help support them back into work. "We also need to create an age positive culture, and challenge stereotypes and perceptions that older workers are less productive. This starts with educating line managers. "Businesses could also review their recruitment and selection practices, for example, by introducing blind CVs where applicants are not required to include DOB and education details. "After all, if you have completed O-Levels, employers can ascertain that you are likely aged 50+. "Companies should think creatively and flexibly in terms of working patterns, and also ensure that opportunities such as training and development are provided to older workers. "Employers could also engage with not-for-profits such as AGE UK to understand how best to support this sector of the labour market."
"It would be great if the Government's Kickstart Scheme could be available for different demographics in order to help older people get the work experience needed to secure new roles. "Just because you're old doesn't mean you can't acquire new skills and add value to the workforce. "When companies recruit, they should do so based on attitude and behaviour rather than skills. If you get the skills, it's an added bonus. As for age, it should never even enter the equation."
"Any decent HR team should be the driver and custodian of a solid and progressive D&I policy that works with mangers to ensure that older generations (and others) are not left behind. "Immediate action might include a review of current recruitment practices to ensure they support these demographics through training managers in unconscious bias and behavioural selection techniques. "HRs should work with businesses to design effective and non-discriminatory practices that will ensure older employees don’t become the forgotten generation. "Hold managers to account and, where necessary, challenge their decision-making. Age should not be seen as a barrier to progress in any company."
"HR teams should implement age-skills audits to monitor age diversity and potential skill shortages, and remember that age should not be a barrier to training opportunities. "A good HR will look to support career change opportunities and be sure to provide training for those in physically demanding roles. "Age-differentiated work design and flexible working strategies can also be crucial to ensuring engagement, retention and diversity. "It goes without saying that all companies should ensure that older employees are adequately equipped to deal with the particulars of their role, especially in the digital age."