Older Workers: The Value of Age Diversity in the Workplace

As companies continue to face a shortage of qualified employees, some are turning to some creative ways to attract and retain older workers. 

Individuals aged 50 and above sometimes have previously been characterized as “short timers” or “on their way out” by their younger peers, with stereotypes of them being too old to learn or disinterested in doing above the bare minimum. 

But that is proving to be untrue, especially as more older Americans are working longer and delaying their retirement.

The reasons vary for why employees are staying on the job more years: a longer life expectancy than previous generations, financial considerations, improved health and well-being, and a desire for continued social engagement.  That’s right.  Many older workers actually like their jobs.

The Value of Older Workers

Older workers bring a wealth of experience and knowledge to the table. With years of work experience under their belt, they have developed a deep understanding of their industry and have built valuable networks.

This expertise allows them to make informed decisions and solve complex problems more efficiently than younger counterparts who may still be learning the ropes.

Additionally, older workers often possess strong leadership skills. Having spent several years in the workforce, they have had ample opportunities to develop their communication and interpersonal skills.

These qualities make them effective mentors and role models for younger employees, fostering a positive work environment and promoting professional growth within the organization.

Older workers also tend to exhibit higher levels of dedication and loyalty towards their employers, something not seen as much in the newest generation of employees. Having witnessed shifts in job markets over time, they understand the value of job security and stability.

They are less likely to jump ship for better offers or get swayed by short-term perks. Their commitment ensures continuity within organizations, contributing to long-term success.

Why the About-Face on Keeping Older Workers?

Since there are over 10 million open jobs currently, it only makes sense for employers to re-evaluate their worker pool and do what they can to retain and even recruit employees who will do their jobs well.

Employers today seem to understand that the seasoned employees have highly valued historical knowledge. But, most importantly, older workers have what is deemed an old-fashioned work ethic that is sometimes missing with the fresh hires.

In addition, older workers aged 50-up comprise over a third of the workforce, and employers typically don’t want to see that experience walk out the door.

The truth is that in this day and time, there’s room for both younger hires who can be the future of a company (if they are treated right and stay) as well as older workers who can be relied on and typically possess experience, are reliable, and possess experienced leadership.

However, it’s not all rosy for an older worker who is seeking a position.

Challenges for Older Workers

Older applicants often face unique challenges that can impact their job prospects and overall work experience. One common challenge is age discrimination, where employers may prefer younger candidates due to assumptions about productivity, adaptability, or potential health concerns.

This bias can make it difficult for older workers to secure new employment opportunities or even be considered for promotions within their current workplace.

Another challenge faced by older workers is keeping up with rapidly changing technology and evolving work practices.

As digital advancements become more prevalent in various industries, older employees may struggle to navigate these technological advancements. This can create a skills gap between younger and older workers, potentially limiting the opportunities available to those who are less familiar with the latest technologies.

Finally, stamina and physical abilities may not be what they used to be with older workers. It’s important for employees and employers to have shared expectations and a reality check about what the physical demands of the job are and whether they can be met…something that should be done with an employee of any age.

How Companies Are Extending the Welcome Mat to Older Workers

So what are employers doing to entice older workers to stay on the job or even begin a new position?

One of the newest perks making buzz is offering a short grandparent leave, informally called “grandternity” leave. While rare (for now), the companies offering it say it provides the ability for grandparents to connect with and help out their children.  

In many cases, the leave allows grandparents to watch over and care for other children while the newest arrival is being born or to help first-time parents have some adjustment time after a birth.

Other senior benefits can include mental health or self-care days, part-time work options, working remotely, or holding an on-call (as-needed) position.

Some companies may pay for public transportation for work commutes, dedicated parking spots that are closer to the entry, allow grandchildren to attend the company’s daycare, and provide complimentary drinks and snacks and/or lunches.

In addition, more companies are providing training and learning approach options to older workers, whereas in the past, more were eager to employ the latest and greatest techie options most likely to appeal to the younger employees.

What Are Employers To Help Older Workers

Helping older employees feel comfortable about their value to a company without subjecting them to the latest technology gizmos and gadgets (unless they want to learn about them, and many do) may help with the retention rate.

Since there are more than 10 million open jobs at present, treating middle-aged and older workers with respect and support is often enough to get someone to stay working and contributing their knowledge and skills for a longer period of time.

While retirement options may no longer include the “proverbial gold watch,” showing appreciation may keep a valued employee working for a company longer as well.

Sometimes even making sure an older worker’s workstation has a comfortable, ergonomically friendly chair, and proximity to common areas may be all that is desired.

What Can Older Workers Do If They Are At A Crossroads with Career

To flip perspectives for a moment, historic knowledge, value, and high work ethic may mean greater clout if an older worker wants to negotiate some flexibility into his/her work life.  

While SOME (definitely not suggesting all) of the younger generation talk about quiet quitting, the lack of reward for hard work, and not seeing the value of being loyal to a particular company, older workers typically have different beliefs about employment. 

Employers know that older workers tend to be more loyal vs. job hopping, and it actually gives both sides a mutually beneficial workplace.

If you’re the one contemplating retirement but not sure you really want to quit work altogether, the biggest advantage you have is asking your company for the arrangement you would like to have.

After all, the worst the can do is to say no.  And then you are in control of what you do next.

But if you approach it that you really want to continue , but you need less hours or to work four days a week instead of five, or (insert your need), and the employer knows your value, you should definitely take the initiative and ask. You and your employer alike may be pleased with the new arrangement.

If you are still mulling over retirement, here are articles you may find of interest:

• Here’s Why and How You Can Retire Today
• Why You Should Consider Delaying Retirement
• Why Timing Is Everything When It Comes to Retirement
• Senior Financial Insecurity: What You Should Know