Page 25 - PWM2024_MARCH EBOOK

BETTER BUSINESS

ance, and hopefully will have built a ents and members of the public.
retirement nest egg. Work could be Interestingly, more than two-thirds
something they’ll do out of choice of employees in a December 2022
rather than necessity. Harvard study, 7 Principles to Attract
As a result, employers must recog- and Retain Older Frontline Workers,
nise the need to give older workers a prioritised ‘fun places to work.’ The
reason to stay active through chal- study noted also that many essential
lenging work that uses their skills roles can be monotonous and diffi-
and experience since money may not cult and so a “fun-loving workplace
hold the same attraction as free time. where employees enjoy each other’s
Giving these workers some freedom company can mean a lot to the front-
over what they do, how they do it line experience. What is more, cus-
along with flexibility over hours is tomer satisfaction and employee
one way to accomplish this. happiness are correlated”.
In fact, a December 2022 survey of Allied to this is the ability to keep
2,000 older workers for working- learning – Business in the
wise.co.uk found that older workers Community (BITC) noted in May
are “tired of feeling overlooked and 2023 research, conducted by
undervalued at work,” with 48% of YouGov, that only 21% older workers
those considering retiring saying this (aged 50-59) felt that their employer
is “because they are fed up with their pushed them to upskill at work, com-
job” – significantly higher than the pared to 56% of those aged 18-29.
34% who said ill-health would cause Indeed, Kate Carr, employment and
them to retire. The survey also found skills manager at BITC commented
that 62% of older workers said they that “it is crucial that employers sup-
needed greater flexible working pro- port all workers, regardless of age, to
visions, 51% said needed to be valued learn and develop in their roles”. She
more, 43% needed higher pay and added: “With the news that the UK
just 38% said they wanted a good retirement age could soon increase
benefits package.
Thus it’s evident that for many to 68, employees in their early 50s
older workers life isn’t all about will still have nearly 20 years left of
money. However, Delap points out their career and employers who fail
tified.Delap explains that the EqA protects employees of all ages, so employ- that the government currently offers to invest in developing the skills of
ers “must be careful that any benefits or policies they introduce which aim online assistance to encourage peo- this crucial talent pool could be miss-
to support older workers do not unjustifiably disadvantage younger groups”. ple to undertake a ‘mid-life MOT’ ing a trick.” The last part of that sen-
Equally though, employers must find a balance between paying proper considering work, health, money, tence is the key for it recognises that
attention to the needs of their older employees while not indirectly discrimi- etc. She says that toolkits are availa- employees need to be given a reason
nating against them on the grounds of age. While “positive action” to ble to help employers offer this type to stay in the workforce.
address under-representation of other protected groups, for example of assistance in the workplace and Also, the review found that older
women and people from certain ethnic groups, is permitted says Delap, she that “employers could take advantage workers prefer managers who make
warns that the legal framework around positive action is heavily restricted. of this existing programme or they plain their expectations. Meeting
Notwithstanding this, she explains that “age is an unusually protected char- could offer other, privately organ- this expectancy is simple – firms just
acteristic because, although employees of all ages are protected, employers ised, advice and assistance”. need to train younger managers on
are allowed to positively and directly discriminate on age grounds, where She adds: “It is unlikely that some- how to properly communicate to
this can be objectively justified”. She continues: “Direct discrimination on one would choose to work for an staff in all age bands. It is just as
age grounds is only allowed on legitimate social policy grounds (not the pri- employer simply because they offer important to note that as we get older
vate interests of the employer) but, according to the Equality and Human this type of benefit, but existing our health needs change: aches,
Rights Commission, this could encompass objectives such as ensuring a employees may find it helpful and it pains and medical conditions can
generational mix or facilitating the participation of older workers in the may assist them to look at opportuni- lead a worker to feel that it’s time to
workforce.” In other words, employers do have some legal leeway when it ties and arrangements to keep them retire.
comes to initiatives aimed at recruiting and retaining older workers. in work longer.” Indeed, it’s been said ‘never ask a
Another aspect to consider is the man over 50 how he’s feeling – you’ll
Keeping the older worker suggestion that older workers are get a long answer’. Employers need
Many older workers, but not all, have choices. They are probably going to more likely to want to collaborate to make workplace adjustments if
have independent children, be mortgage-free, may have received an inherit- with others or have contact with cli- they want to keep older workers.

www.printweekmena.com March 2024 PrintWeek MENA 25