Why Employers Should Employ Mature Workers
Is age discrimination a real thing? And if so, how should people in the workplace address it?
As an HR professional, I often hear this question from job seekers, but it is something that employers and HR professionals should consider carefully as well. Once an employer has at least 15–20 employees, they are obligated to fulfill the guidelines of the Age Discrimination in Employment Act (ADEA). Beyond legal compliance, though, it is all too easy to make assumptions about mature workers that can be to the detriment of a well-rounded, effective workforce.
Remember, all the information in this blog post is published in good faith and for general information purpose only. I am not an attorney, nor do I provide legal advice. The information provided is my personal opinion and not that of any organization, business, company, agency or other individuals. The author is not liable for any losses or damages related to actions or failure to act related to the content of this article. If you need specific legal advice, consult with an attorney who specializes in your subject matter. Any action you take upon the information you find on this website (www.hrraw.com), is strictly at your own risk.
Penny Horton | September 27, 2019
How Ageism Manifests in the Workplace
In most work environments, biases about workers over 40 come from assumptions about where people are in their lives and desires, based solely on how young or old they may be. But the saying “age is just a number” exists for good reason.
Contrary to stereotypes, mature workers bring many advantages to employers who are savvy enough to recruit and retain them. To position your company to take advantage of this rich source of employees, it’s important to break away from the misconceptions and know the truth about mature workers and how they can benefit your business.
Misconceptions vs. Reality: The Truth About Mature Workers
Myth: Mature workers are overqualified. They won’t take a lower-level job.
Reality: Mature workers often desire a position with a simple scope of responsibilities.
Many people assume that workers don’t want to take on jobs with more limited scope than past positions they’ve held. But a change in responsibilities often blends well with a change in a person’s life goals. Mature workers may desire to switch to a position that makes it simpler to have better work-life balance.
Myth: Mature workers don’t want to or will struggle to learn new skills.
Reality: Workers of any age often relish and excel at learning.
As workers mature, they appreciate the value of learning new skills. They often seek certifications that expand their marketability. Many people also choose to return to college later in life, when time and finances make higher education more practical. And it’s also common for people to change careers as they mature, which requires active engagement in the learning process.
Myth: As workers age, they are less willing to change with the times.
Reality: Mature workers are willing and able to adapt to workplace changes.
At any age, when a person wants a job, they will do what is necessary to make themselves marketable. Many mature workers are just as skilled with the latest technology as younger workers. And when it comes to training on the job, employers often find it more cost-effective to train and reposition existing workers than to onboard and train new ones.
Myth: Mature workers expect to be paid more.
Reality: Like any other job seeker, mature workers may be willing to negotiate on pay.
A business may have a set salary range for a position, but it’s important not to assume that a mature job seeker automatically wants more than the position can pay. There are many factors that a job seeker may find more important than salary — including benefits, steady work, an opportunity to add value, and camaraderie in the workplace. And workers of any age appreciate job perks that help a business attract and retain good employees.
Myth: Young workers are more energetic and effective.
Reality: Age may actually improve an employee’s effectiveness.
According to research, a person’s ability to perform core tasks is not age-dependent. In fact, mature workers often outperform younger workers. Mature workers come with soft skills they’ve developed through experience, skills valuable to a business such as a strong work ethic, drive to perform, loyalty, reliability, dedication, good communication, perspective, wisdom, and an existing network of business contacts.
Myth: Mature workers don’t want to work. They want to retire.
Reality: Many people want to, and even need to, keep working.
The idea that retirement begins at age 65 or younger is outdated. Today, people often can and do work into their seventies and beyond. Some may need to work longer for financial reasons, but many people simply want to contribute and add value to the community through working. They may retire from one career and then start another as a way to give back. This passion for adding value is something employers can capitalize on.
What Can a Business Do to Make the Most of Mature Employees?
- Realize that a mix of ages on staff adds to diversity. Having different perspectives in the workforce is important. Having people who are at different stages in their life is valuable and keeps the workforce diverse.
- Take advantage of their knowledge and experience. Use those who have been there longer to share knowledge with newer employees. Set a mechanism in place for formal training that allows your experienced employees to onboard newer staff members.
- Practice ADEA compliance. Any business with 15–20 or more employees must conform to the expectations of the ADEA. Do a review regularly to ensure your workforce has the appropriate percentage of mature workers for your size company.
- Review hiring processes and improve them where necessary. From resume reviews to interviewing techniques, make sure your processes are not automatically disqualifying talented workers. A good interviewing process gives a business the insights needed to recognize job seekers who have the right skills and right fit for the company’s culture, regardless of the person’s age.
- Be aware of and limit personal bias. Provide your workforce and leadership team with training that increases their awareness of limited beliefs, and equip them with the tools to overcome them.
Who’s Your HR Can Help
Your business doesn’t have to go it alone in figuring out how to ensure your hiring policies are open to mature workers. Who’s Your HR offers great advice, techniques, and training to help your business makes the most of employees of any age. Contact us for:
- Coaching for HR staff and interviewers who may interact with mature job seekers
- Reviews of HR procedures and policies to help eliminate bias
- Assistance in conducting interviews for open positions
- Training for HR personnel and staff on the advantages of employing mature workers, recognizing generational differences, and avoiding bias
- Reviews of existing procedures and policies to ensure they are compliant with federal regulations against age discrimination
Contact Who’s Your HR today to discuss your business needs and enjoy HR services you can trust.
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