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Aging workforce
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Aging workforce
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We have several employees who are in their late 50's and cannot physically perform their jobs any longer. We have a warehouse where their jobs require that they lift, stand on their feet for long peri
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Forums » Topic Forums » Work Views » Aging workforce
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Aging workforce
posted at 1/3/2007 6:28 AM EST
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Posts: 4
First: 1/2/2007 Last: 2/23/2011 |
Another point; I am an upper level professional and I am unemployed (going on 2 years). Employers who have interviewed me want someone more "social" "to fit in better" "more enthusiastic" "someone with energy" or get this - "most people here are young and starting families. I can't imagine you being here."
Employers should know that not only will legal problems surface, but think of this. People over 50 have to have homes, food, and health care. If we are not allowed into the workforce, who will pay for these expenses? And we will live a long time! Think about it. We will be very many and very expensive to maintain. Best to find a place to use our knowledge and experience and let everyone win! I am off to write a sharp article on a theory I have about ageism. Anyone who is interested, send me your email address. I will send it to you. |
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Aging workforce
posted at 1/3/2007 8:24 AM EST
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Posts: 544
First: 9/27/2004 Last: 9/13/2011 |
I agree, we will have enough to worry about with the 65 and over population expansion rate without age discrimination against those who are capable and willing and often more reliable.
In addition to the other excellent suggestions, I would recommend tuition reimbursement or other training options as a benefit. |
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Aging workforce
posted at 1/3/2007 9:47 AM EST
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Posts: 2
First: 1/3/2007 Last: 1/3/2007 |
[quote]
On 2007-01-02 09:07, chavah wrote: Does anyone know people in their 50s who are strong? I do! I am shocked that people in their 50's are weak! I am only familiar with strong healthy people way into their 70s and 80s! These are people who go to the gym, who care about their bodies, and for whom couch potato is a bad word. They are extremely capable of the doing any work necessary. I for one, am 56. I do 400 situps, 40 mens pushups, lift barbells, and climb 60 flights of stairs every day. Though I have certainly worked out more than this and have been in superb shape in the past, this keeps me strong enough. I have energy, I am fast and innovative. My father is 84 and he waterskis. He was a factory worker for over 40 years and never got weak. I suspect we are as strong as we make ourselves. It's not about 40 or 50 or 60 or 70, retire or not retire. People should be invited to look at their lifestyle. I heard a morbidly obese man at the elevator say just the other day, "It's time to go home, have a couple of beers, watch TV. What can be better than that?" This is a true story!! I suggest offering a health club membership or putting a gym on-site. People can take on a workout regimine under professional supervision and win for themselves, their families, and their workplace. [/quote] |
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Aging workforce
posted at 1/3/2007 9:47 AM EST
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Posts: 2
First: 1/3/2007 Last: 1/3/2007 |
Just ask yourself this question: What will your work life be when YOU are over 50? How would you like to be treated after years of dedicated service to your organization? The choices appear to be early retirement (the gold watch); "You are fired" (the Donald Trump approach); or career placement and job training or placing systems to help the "over 50" employees do their job better?
And think about company morale. The other workers are watching you and will decide if they should stay or leave as they get "older." Just like children model from their parents, younger workers learn from older workers and how they are treated by the corporate family. Just a thought.... |
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Aging workforce
posted at 1/3/2007 12:27 PM EST
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Posts: 9
First: 9/7/2004 Last: 5/4/2010 |
Ageism is the last "silent" form of discrimination. But when the boomers choose not to retire, lots of employers will find themselves at the wrong end of age discrimination lawsuits.
I know of many employers who do whatever it takes to keep their BEST workers, at all levels. Whether that means adding automation for a 50-something whose body is aging--or giving a raise to a star 50-something being wooed by competitors--or providing career transition assistance to a 50-something who can't do the physical work anymore--employers should look at the age issue as any other employee retention strategy. About 15 years ago, Ford laid off a slew of white-collar workers(non-union, no seniority rules). One of the "survivors" told me that when Ford was done, there was no one left in her entire department over the age of 45. It was probably the same elsewhere in the company. If Ford had looked at retaining its BEST, rather than its youngest, perhaps it wouldn't be in such dire straits today. |
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Aging workforce
posted at 1/5/2007 3:17 AM EST
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Posts: 8
First: 1/5/2007 Last: 1/8/2007 |
This response is to the posters who were having a hard time landing a job and felt discriminated against.
There are employment websites that target mature workers. Sites like http://www.continuingcareers.com/ advertise job openings from companies looking for mature workers. This site also has resume and interview tips as well as questions that an interviewer can and CANNOT ask. There is also a board to network with other job seekers. |
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Aging workforce
posted at 1/10/2007 4:49 AM EST
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Posts: 8
First: 1/16/2001 Last: 3/11/2008 |
I am a bit shocked at some of the assumptions I read in some of the responses to this problem. Of course there are lots of fit and healthy older workers; but there are also plenty whom have had their bodies worn out through repedative strain on the job over the years. As for slightly beligerent hard of hearing folks, we have known for nearly a century that one of the primary symptoms of hearing loss is paranoia, (because the victim can't hear what is being said to or about them) and resultant beligerance leading to job and marriage breakdown. We also know that work is a primary contributor to hearing loss in many cases.
I suggest you consider looking for some of the alternate ways for the injured to perform their work, or alternate jobs if necessary, as suggested by others. Just as importantly, I think you should consider assessing the affects of the ways work is being done in your plant, with a view to ensuring you aren't wearing out the bodies of the next generation, and creating another batch of disabilities. Work redsign may be just as important for your younger workers as for your older workers... |
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Aging workforce
posted at 2/3/2007 4:50 PM EST
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Posts: 3
First: 9/4/2005 Last: 2/3/2007 |
I do have an employee over 50"s and up and they do well,the best thing to do is to have a meeting with them evey week and tell them what is in your mind and your intentions, but do not forget to mention to them that they are the assets of your company and you are expecting them to be the model of there co employee, and that they should be energetic and they should finish there work load on time. If your company involves lifting, tell them that those needs to be transport in a week time, even though its not. If you tell them this they themeselves will find a way for them to do there jobs effeciently. |
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