Page 27 - PWM2023_October EBook

BETTER BUSINESS

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

www.printweekmena.com October 2023 PrintWeek MENA 25