EMPLOYERS must reconsider many of their beliefs and practices if Australia is to take advantage of the huge pool of expertise represented by older workers, according to Margaret Patrickson, associate professor at the University of South Australia, who has undertaken a long-term study of the field.
She set out her research findings to the 9th Industrial and Organisational Psychology Conference recently held in Brisbane, noting that despite government policies to minimise the economic cost of the ageing population by encouraging those aged over 55 to continue in employment, employers are failing to keep pace because of ingrained prejudices about older workers.

According to an extensive research report by National Seniors Australia titled Still Putting In, the failure to take advantage of the experience and energy of older Australians who want to work has been reported to cost the Australian economy an estimated $10.8 billion each year.

Many older workers say they would like flexible hours and conditions, but the attitude is not consistent across the workforce.

“It tends to be highest at the upper end of the labour market, such as lawyers, doctors, financial specialists and so on, and at the lower end, such as hospitality and shift work,” Patrickson says. “Those at the upper end want to keep working because a big part of their self-definition relates to their work. Those at the lower end need the income. People in that big middle section tend to have other ways of defining themselves, although they often like the idea of work on a contract, rather than part-time, basis. They often look at volunteer work as something they want to do, as well.”

Patrickson’s research is based on more than 300 standardised interviews, linked to other research on workplace trends. Her data shows that older workers who can make a staged exit from work often enjoy better mental, physical and financial health than those who retire suddenly.

“Some employers believe older workers lack initiative, are not as up to date with new technology as they might be, will not be as dedicated, and will suffer from health problems,” she says. “When put against the reality, those beliefs simply don’t stand up. We are seeing some erosion of those views but it is a slow process.”

Patrickson cites the case of Alcoa, which has introduced a series of policies aimed at assisting older workers. The program includes flexible hours, redesigned jobs (such as eliminating heavy lifting) and bridging periods that allow older workers to gradually reduce their work commitments. Interestingly, the company not only makes a point of providing training opportunities for older workers but offers training to younger managers about dealing with older employees. The company has claimed success for its policies, pointing to productivity gains and increased levels of worker satisfaction.

Even as employers are being pushed into looking at new workplace options, the demographic profile of Australia continues to shift. According to government figures, by 2050 a quarter of the population will be over 65, compared to 13 per cent today. The number of Australians aged 85 and over is expected to quadruple by 2050.

The demographic trends point to another issue, examined at the psychology conference by Hannes Zacher, lecturer in psychology at the University of Queensland. He points to the increasing number of workers who have responsibilities for the care of ageing parents.

“The group affected is quite large, people between the ages of 40 and 60,” he says.

“More elderly people are choosing to live at home rather than move into a nursing home, and that can put a lot of pressure on their adult children. Support from employers could take the form of flexible working hours or better leave arrangements. But there are very few employers who are providing that sort of flexibility, and many who do not even consider it as an issue they should address. They need to look again at that attitude, because this is going to become a much more common problem.

“Looking after ageing parents can be extremely stressful. But an interesting finding from my research is that employees who believe that their employers care for them and support them in their caregiving responsibilities reported better mental health and higher levels of involvement with their work.”

Patrickson believes that many people want to stay in paid employment even after 65, for the engagement as well as the income.

“The business can prosper and the individual can be satisfied if employers are willing to show some imagination about work arrangements,” she says.

“Self-employed people, for example, often successfully continue their business after they have passed the traditional retirement age, which illustrates that a person’s energy and commitment does not suddenly evaporate at their 65th birthday.”

Source: The Weekend Australian

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