Don’t underestimate the value of older workers, argues Patrick Thomson

The demographic of the UK workforce is changing. Figures from the Centre for Ageing Better show that the over 50s now make up nearly a third of the entire UK workforce, and this will only increase as the State Pension Age rises and the number of school leavers falls.

We spoke with Patrick Thomson, Centre for Ageing Better’s lead on age-friendly employment, about the need for employers to nurture their older workforce and to overcome stereotypes and biases.

“It’s a growing part of the workforce, there are 10 million people working above the age of 50,” says Thomson. “This is a proportion of the workforce that can’t be ignored.”

The older workforce

The value and knowledge of older workers is vast. Yet all too often it is not fully appreciated. Research from the Centre for Ageing Better showed that nearly a third (29%) of adults aged 50+ don’t think their workplace values older workers. Furthermore, one in five think people at work see them as less capable as they get older, and only 24% feel they can talk openly with their manager about future career plans.

Thomson warns that people should be hired on their merits, otherwise employers risk discriminating against older workers. Yet figures from the charity reveal that 27% have been put off jobs since turning 50 as they sound like they’re aimed at younger candidates, while 32% believe they have been turned down for a job because of their age.

“[Older workers] want support, information and guidance – it might be about transitions to retirement and financial information. But people also want career advice and guidance – thinking in the round. Too often it gets put in a pot that it’s just a pensions issue,” he says.

However, for those organisations that have nurtured this cohort, they “have been able to get more out staff because they’ve seen the potential of those in their 50s and 60s,” explains Thomson.

Supporting workers from mid-life onwards

With the rising State Pension Age, fewer school leavers and the expectation that it will become harder to fill vacancies with workers from outside the UK post-Brexit, supporting this part of the workforce will become critical to retaining them into the future. Afterall, someone reaching 50 may still have 20 years of work ahead of them.

Supporting these workers comes down to five main areas: flexibility, age positive hiring, health support, career development and an age-positive culture.

“Employers are very good about thinking about parents, but we’re seeing a whole range of things that people in their 50s and 60s need in terms of flexibility,” says Thomson. “Flexible working – both as an employee benefit but also as a way of managing the workforce well.”

Employees’ health as they get older is another area that is often assumed to be a problem. Yes, older workers are more likely to have a long-term health condition, but that doesn’t necessarily mean it will be a problem.

As with any age group, health and wellbeing is paramount to a productive and happy workforce. For older workers, Thomson believes that employers need to ensure the right support is in place for those who have longer-term conditions.

“If you have a sudden diagnosis you get support, but if you have something that builds up over time it’s not that apparent as to when you need to do something about it,” says Thomson. “Often it can be a preventative thing to stop people leaving the workforce, such as providing occupational health support.”

He adds that employers also need to counter stereotypes – older cohorts might be more likely to have a long-term condition, but they are less likely to take short-term absence.

Another key way that employers can look to support employees is through a mid-life MOT. Often people still want to develop their careers and explore new opportunities.

Mid-life MOTs as an employee benefit provide psychological and emotional wellbeing as well as health, finances, career and retirement plan support – providing a holistic approach to working life.

Overcoming stereotypes and biases

The coronavirus crisis has had a huge impact on all of us and has led to many different ways of working – many of which have been to the advantage of older workers.

Thomson highlights that stereotypes about older workers being unable to use technology have been put to bed, while the recognition that “some jobs can be done flexibly – the reduction in travel and meetings – is particularly important for working carers, those with long-term conditions or a disability. There’s a greater level of trust – as long as the outputs continue.”

Despite the greater acceptance of flexible working, Thomson warned that employers need to be careful not to inadvertently discriminate against older workers during this time.

“The narrative is very much about older people being vulnerable [to coronavirus], which could be damaging in reinforcing stereotypes,” he says.

Ultimately, what all of this boils down to is inclusivity. Only by ensuring that we value all employees – overcoming stereotypes and biases – can we create workplaces where people, and the organisations that they work for, can truly thrive.

The author is Dawn Lewis, content editor at REBA.

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