are you ageist?

Unfortunately, several misconceptions and biases exist regarding older workers.

Mariam Mushtaq
July 22, 2024

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The aging workforce is a growing demographic trend. I read that Joe Biden recently turned 80 and has joined the octogenarian workforce, just like many other Americans. Statistics reveal that every day, 10,000 Americans reach the traditional retirement age of 65. 🧓

At its core, ageism is discrimination based on age. In the U.S., the Age Discrimination in Employment Act protects those 40 and older. But despite these protections, ageism still creeps into our workplaces, leading us to miss out on the invaluable contributions of older workers.

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Misconceptions About Older Workers

Unfortunately, several misconceptions and biases exist regarding older workers. However, research and real-world examples debunk these myths. Overcoming ageism requires recognizing these misconceptions and fostering a culture of inclusivity.

At the age of 78, Bob Hyde stood in front of a mirror and decided it was time to retire. Hyde had been running his own accounting firm and was relieved to leave behind the pressures of deadlines, payroll, and hiring. He took up new hobbies like making sourdough bread and kimchi and even started teaching himself to play the clarinet.

However, Hyde's retirement was short-lived, lasting less than a year. "I missed the engagement," he confessed. Hyde found himself yearning for the structure and mental stimulation of work. "I realized I needed something to engage my mind," Hyde explained. Now, approaching his 80th birthday, he is back in the workforce, handling accounting tasks for a concrete company.

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Many older employees actually want to keep working - nearly 60% say they’re open to the idea of working during retirement. This shift is driven by a combination of financial necessity and the desire to stay active and engaged. For HR professionals, understanding this trend is crucial in addressing the talent shortage and optimizing workforce planning.

So, how can we, as employers, support this big life change? 🤔

First, let’s understand the unique value that older workers bring to the table:

▶️ Experience and Expertise: They've seen it all and have the skills to prove it.

▶️ Mentorship and Knowledge Transfer: Older workers can mentor younger colleagues and ensure valuable knowledge isn't lost.

▶️ Stability and Reliability: Their strong work ethic and loyalty contribute to organizational stability.

▶️ Cognitive Diversity: They offer diverse perspectives that drive innovation and problem-solving.

Now, how can we make the most of this amazing talent pool? Here are some strategies:

▶️ Flexible Work Arrangements: Offering part-time roles, phased retirement, and project-based work can accommodate the needs of older employees, ensuring they remain productive and engaged.

▶️ Training and Development: Providing refresher courses and continuous learning opportunities helps older workers stay current with industry trends and technologies.

▶️ Inclusive Benefits: Tailoring benefits packages to meet the unique needs of older employees can improve their overall well-being and job satisfaction.

▶️ Creating an Inclusive Culture: Fostering a workplace culture that values contributions from employees of all ages promotes inclusivity and engagement.

Real-World Examples

By embracing the value of older workers, we can build stronger, more resilient organizations that thrive in today's dynamic business environment. By implementing some of the strategies mentioned above, HR professionals can effectively engage older employees.

Q. How do you feel about "working retirees" continuing to work full-time or taking on part-time jobs, often with their former employers?

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