In response to intense lobbying efforts, the federal government recently introduced a budget that included measures to increase pension security. Don't get me wrong, I think that was a good thing, but...
Maybe I'm just overly sensitive to the subject of seniors (and being senior) in general these days, but I think that a much larger issue -- older adults entering the job market, or simply trying to stay in it -- is not being addressed seriously enough.
In truth, I feel very strongly that the prevailing narrative -- that turning 60 signals a steep and irreversible decline into frailty and forgetfulness -- needs to change. As ageism researcher Helen Hirsh Spence suggests: "We have to embrace what many studies have shown...That people over 60 continue to grow intellectually, learn new skills and remain politically active."
Re-engineering how we perceive age has taken on a degree of urgency. Advances in medical care and generally healthier lifestyles have contributed to longer lifespans. The average lifespan in the 1930s when retirement age was first determined, was 62. The average lifespan today is 82, yet we continue to declare that at 65 we are officially old. It has been said that children born today can have a life expectancy of 100.
According to Barry Witkin, CEO of Prime50 Employment Services, "Employers still think that they are dealing with a 50+ person that existed 50 years ago and not realizing that the 50+ person of today is younger looking, healthier, has longevity, and wants to continue their career well past 65 or 70."
Canada has more centenarians than ever before and this number most certainly will continue to rise. Without question, many will need to keep working in order to finance the cost of living longer.
Research shows that older adults can easily acquire new skills, make decisions more quickly than younger counterparts and become more innovative with age. They posses a deep understanding of corporate structure and for those still in the workplace, are reliable and committed to their jobs. A compelling case can be made to re-hire older employees, especially given that our country faces labour shortages in key sectors and that the number of Canadians over 65 will double within the next two decades.
Would you believe that my community of Saugeen Shores is desperate for workers -- skilled trades, food service industry and retail in particular. Some businesses have found it necessary to reduce their number of shifts per day while others have actually had to close down due to the lack of workers, skilled and unskilled. One of the issues contributing to the situation seems to be a lack of suitable housing sufficient to attracting workers from outside of the community. Town council has formed a special committee to look into the matter.
Meantime, what would be wrong with casting aside structural and self-directed ageism by recruiting from the senior pool. Let seniors know that potential employment is available to them, if they want it. Establish job descriptions that are tailored to the capabilities of older, but well qualified, people. All it takes is a new mindset and commitment conducive to everyone's advantage.
Somewhere along the line (better sooner than later) governmental bodies and employers will be required to take a close look at current employment practises and hiring procedures...And baby boomers will need to edit the negative stories they tell themselves about aging so that they can effectively use their abilities and experience going forward.
As Helen Hirsh Spense puts it..."I love diversity that is celebrated in Canada, but I am saddened that one singular form of diversity -- aging -- continues to be overlooked."
Aging is a positive force for good, but we all have to work to change the narrative.
Just because you're 60 or even 70, dare I suggest 80, it doesn't mean that you're any less talented or enthusiastic or energetic about your contribution to the world. Employers need to know that and see the tremendous value in nurturing older members of the workforce.
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