Psychologists have claimed that job loss is one of the most troubling events to a person’s well-being, ranking with marriage breakup and the death of a spouse. This article deals with the difficulties seniors face when seeking a new job and the benefits reaped by employing older workers.
Business and society adore youthfulness as evidenced by today’s culture and mass media. No amount of legislation in the foreseeable future is likely to change that in a job search effort in today’s economy. Reason being, young employees typically work for less money and can sometimes be more flexible or easier to manage in this modern business culture.
Dr Paula Brough, Professor Greer Johnson, Ms Suzie Drummond, Mrs Shannon Pennisi, and Dr Carolyn Timms, in their research paper ‘Comparisons of cognitive ability and job attitudes of older and younger workers’, maintain that perceptions bred through modern mass culture have given way for several reasons why employers might believe that older workers should be avoided. They have a shorter career potential. They may lack energy. They may be less flexible or adaptable to constantly changing needs. They have higher salary expectations. Their knowledge and skills may not be up-to-date, and obsolete in some cases. Some may have failing health that may lead to sick leave.
There are also perceptions that older workers are less productive than younger ones, yet studies indicate that productivity is purely based on the individual per se, irrespective of age. Older workers may also be seen as a bad investment because they are approaching retirement. On the other hand, the fact that younger workers may have more years to give does not necessarily mean they will give them all to their present employees.
Age obviously shows. Grey hair and a degree of seasoning are easy to spot. Older workers with heavy experience are expensive and in the mind of an employer, the likelihood of serious illness with an older person is far more likely. Thus, ageism is a factor that cannot be denied. These factors weigh heavily on managers and owners, especially at hiring stage. Younger hiring managers may unconsciously and subtly discriminate in favour of younger workers with lighter resumes. No one readily admits this practice, however it’s a reality.
In order to combat such possible discriminations, the EU launched a campaign in 2003 called ‘For Diversity. Against Discrimination’ with the aim of raising awareness amongst European citizens about EU laws that exist to protect various segments of society which are prone to discrimination on the basis of age, racial or ethnic origin, religion or belief, disability, sexual orientation and sex. In Malta initiatives such as the Employment Aid Programme, a scheme funded through the European Social Fund under Malta’s Operational Programme ‘Empowering People for more jobs and a better quality of life’ for the 2007-2013 Programming Period pave the way for better opportunities. Through this local scheme ETC funds the employer with half the actual wage plus the employers’ National Insurance contribution for 52 weeks when employers recruit workers aged 50 plus. The criteria to benefit from this scheme, which will be available till September 2013, is for any person older than 50 who does not have a job or who has been served with a notice of termination.
There are several reasons why older workers would want to stay in the workforce longer. Besides money, which is the most obvious reason, other justifications can be applied such as staying physically and mentally active, the need to render back the knowledge and expertise gained over several years, and the desire to be productive and useful as is shown by Vivien K.G. Lim in her research paper ‘An empirical study of older workers’ attitudes towards the retirement experience’. The benefits the employer reaps vary from a lower employee turnover rate, a higher level of engagement, and more aptitude in basic skill levels. An enlightened awareness about good health and healthy lifestyle trends, however, tends to make present day older workers healthier than previous generations.
In addition, older workers typically are more punctual and have better attendance records, less likely to change jobs as well as better work habits once they are inducted in their new job. Furthermore, the foreboding of the ordeal that older workers go through when looking for a new job serves as a prime motivator in keeping up to the company’s standards.
Older job seekers are sometimes considered, or politely ticked off, as being overqualified or too expensive to hire. These are broad assumptions that are not always true as shown by Hendrik P. van Dalen, Kène Henkens, Wilma Henderikse and Joop Schippers in their research paper ‘Do European employers support later retirement?’ In fact, many older workers are seeking to diversify outside their primary field, so they naturally expect that there will be a compromise on a variety of aspects including salary.
Statistics show that Europe’s population is ageing. The proportion of older workers in the workforce population is increasing due to several factors, not least a lower birth rate, longer periods of academic and vocational education of younger generations thus entering the working life at a later stage, whilst healthier living standards and advances in medicine are resulting in a longer and active life span.
The benefits of hiring older workers far outweigh the perceived liabilities. Sue Hewitt in her paper ‘Defusing the demographic time-bomb’ shows that older workers offer demonstrated years of professional experience. They tend to be highly reliable, team players and know the value of a corporate ‘bottom line’. In most cases, older workers are not ready to retire and have vested interests in improving their financial situations. Even if newly trained as a result of necessary career changes, older workers represent dependability and loyalty to the organisational mission.
Michael Cassar is a tertiary student in Award in Human Resources Management, MCAST, Paola