The modern workforce is increasingly diverse, encompassing a wide range of ages, backgrounds, and experiences. Among the most valuable yet often overlooked segments of this workforce are older workers. As the population ages and more people choose to work later in life, it becomes crucial for employers to recognise the unique benefits and perspective older workers bring to the workplace and adopt strategies to recruit and retain them. This blog article explores why you should employ mature aged workers, effective methods to attract older workers, all whilst highlighting the importance of creating an inclusive and age-friendly workplace for all.
Recruitment Strategies & Inclusive Job Advertisements
You might be asking, how to recruit older workers? It all starts at the very beginning – the job advertisement. Attracting older workers requires minimal changes within the recruitment process. No additional strategies are required, rather it is simply spending time tailoring the listings available to attract and encourage older workers to apply.
Job advertisements play a critical role in attracting a diverse range of candidates, including older workers. Crafting inclusive job ads involves careful language selection and a clear depiction of your company’s commitment to diversity and inclusion. Statements about valuing diversity and providing equal opportunities can reassure older candidates that they will be welcomed and respected.
In addition to including a diversity and inclusion statement, avoiding age-biased language such as “digital native” or “recent graduate”. Instead, use phrases like “experienced professional” or “professional with X years of experience.” The use of more inclusive language within the advertisement will encourage and make mature aged workers more confident in applying.
Job advertisements act as the first impression for people looking for work, so make it count and highlight your commitment to diversity and inclusion. If you are looking for additional advice on how to create inclusive job descriptions, you can read our guide here. It makes good sense to make a job description accessible for everyone, to access the full talent pool.
Inclusive Recruitment Processes
To create an inclusive recruitment process, all stages of the recruitment process need to be assessed – from job listings to screening to onboarding. A great place to start is acknowledging that you are looking to be a diverse workplace and find recruitment staff members that also believe in the same values. Once a dedicated team is formed, you can train your recruitment team on the importance of diversity and inclusion of all kinds, but place emphasis on age diversity and the potential for unconscious bias. atWork Australia offers a range of diversity training offerings as well as tailored sessions, you can view the range of offerings here.
Some of our recommendations include, implementing structured interviews with standardised questions tailored to the position to ensure there is a consistency between responses, instilling fairness amongst all candidates. Consider incorporating a skills-based assessment rather than relying solely on past job titles or years of experience. This approach can help identify candidates who possess the necessary competencies, regardless of age.
Furthermore, be transparent about the recruitment process and provide feedback to all candidates. This practice not only enhances the candidate experience but also demonstrates the company’s respect for all applicants, instilling your diversity goals.
Flexible Working Arrangements
When thinking of diverse and inclusive workplaces, it is likely that flexible working arrangements cross your mind. The changes you are thinking of likely include, working from home, part-time work, or remote work. These modifications are common amongst workplaces, with good reason. They allow staff members greater flexibility with their workday, and ultimately their life.
Flexible working arrangements are particularly appealing to older workers, who may have different needs compared to their younger counterparts within the workplace. As mentioned earlier, options such as part-time work, job sharing, telecommuting, and flexible hours can accommodate older employees’ preferences and life circumstances.
Speaking with your candidates about these options within the screening process of recruitment not only allows the candidate to feel confident in your company, and your values as a diverse and inclusive employer, but it also gives you time to research options, and how they can work for your business. It is essential within these conversations that you are open-minded to change and different arrangements that your business might not have tried before.
Skills Assessment and Training
Mature aged workers, bring a wealth of knowledge and experience to any workplace. They are a great asset to all workplaces, providing a unique perspective on practices, offerings, and processes. It is often they are not confident in their abilities within a technological world. It is essential to create a workplace where your employees can be open about their strengths and weaknesses so that you can provide effective support.
Often, older workers have the experience to complete the job description, but they may need opportunities to update their skills to remain competitive amongst their peers. Providing access to continuous learning and professional development is essential. This can include in-house training programs, online courses, and workshops.
This can include external training via atWork Australia or even internal mentorship programs, where older workers mentor younger colleagues and vice versa, can facilitate knowledge exchange and foster a collaborative learning environment.
Dispelling Myths About Older Workers
Several myths and stereotypes about older workers persist, which can hinder their employment opportunities. As an employer you need to educate your staff and de-bunk these myths internally to ensure that your diversity and inclusion goals not only just achieved but are also shared internally. It’s crucial to dispel these misconceptions to create a more inclusive workplace. Below are some common myths about older workers, and why they are not true.
- Some employers believe older workers may be reluctant to adapt to new processes, technologies, or procedures. Reality: While some resistance to change can occur with any age group, older workers often adapt well when provided with proper training and support. Their experience can help them identify the benefits of change and navigate transitions more effectively.
- Employers may be hesitant to invest in training older workers if they believe they’ll retire in the near future. Reality: Not all older workers are on the verge of retirement. Many choose to work longer due to financial, social, or personal reasons. Hiring older works and retaining these staff can provide stability to your workplace.
- Some employers fear that mature age workers demand higher salaries and benefit packages. Reality: While older workers may have higher salaries due to their experience, they often bring productivity and experience that can offset the costs. Moreover, they may not require the same level of training and supervision as younger, less experienced employees.
What Are the Benefits of Hiring Older Workers?
Hiring older workers offers numerous advantages as we have discussed earlier. Their extensive experience and deep industry knowledge can provide valuable insights and enhance organisational performance. Older employees exhibit strong work ethics, reliability, and professionalism, setting a positive example for their peers.
Moreover, age-diverse teams can drive innovation and creativity. Different perspectives foster a richer exchange of ideas and solutions, leading to improved problem-solving and decision-making. Not only are their contributions within the workplace valuable, but they are a great way to address the current workplace skill shortages. A national study conducted in 2022 outlined that thirty-one percent (31%) of occupations reported they were experiencing a skills shortage, and because of this, many Australian businesses have found it difficult to secure experienced, knowledgeable, and reliable employees.
Looking for additional information on why you should be employing older workers? You can read more here.
How Can I Create an Age-Friendly Workplace?
Creating an age-friendly workplace involves fostering an inclusive culture that values employees from all walks of life. This belief needs to be present within all aspects of the workplace to be considered diverse, and a ‘age-friendly workplace’. Here are some strategies to consider:
- Promote Age Diversity: Celebrate age diversity and highlight the contributions of older workers, just as you would your other employees. Recognise and reward achievements based on merit rather than age.
- Provide Continuous Learning Opportunities: Offer ongoing training and development programs to help employees stay current and advance their skills.
- Implement Flexible Work Policies: Develop policies that accommodate different life stages and needs, such as flexible hours, remote work, or part-time work. This allows team members the opportunity to bring their best self to work.
- Ensure Health and Wellness Support: Provide access to health and wellness programs that address the physical and mental wellbeing of employees. This can include fitness programs or counselling sessions.
- Foster an Inclusive Culture: Encourage open communication and collaboration among employees of all ages. Promote a culture of respect and inclusion through regular training and awareness programs. atWork Australia has a range of diversity awareness training sessions. You can register for these sessions here.
- Design Ergonomic Workspaces: Ensure that the workplace is ergonomically designed to accommodate employees of different ages. This includes adjustable workstations, good lighting, and easy accessibility. Not only does this accommodate to mature age workers, but it also assists the broader team. To view our top tips, you can read our article about Guide to inclusive work practices.
Work is for everyone
Recruiting and retaining older workers is not just about filling positions; it’s about recognising and valuing the wealth of experience, knowledge, and skills they bring to the table. By implementing inclusive recruitment strategies, offering flexible working arrangements, providing continuous learning opportunities, and fostering an age-friendly workplace, your business can create a dynamic and diverse workforce. Dispelling myths about older workers and understanding the benefits they offer will pave the way for a more inclusive and innovative work environment. Embracing age diversity is not just a smart business move; it’s a commitment to building a workplace where everyone can thrive.
If you are interested in making changes to your workplace, get into contact with atWork Australia’s employer team, a leading employment service provider. We offer the Workforce Australia and Disability Employment Services & ParentsNext contracts. With a range of supports available including wage subsidies, you will have access to the support you need. Get into contact with us today to start achieving your diversity goals.
Interested in reading some of our inspiring mature aged workers stories? You can read Anna’s, Dallas’, Meredith’s and James’ stories via the respective links.
