Canada’s population will age considerably in the 21st century. By 2021, the segment of the population that is 65 and over will increase to 17.9% from the current 12.7%.
The good news is that older people are healthier than ever before, and more are reaching old age. Improvements in science and public health have led to increased life expectancy. Chronic disability rates among the 65-plus age group are falling. Seniors are living longer - and healthier - than ever before.
By 2011, approximately 41% of the working population will be between the ages of 45 and 64, compared to 29% in 1991.
Musculoskeletal injuries include a group of conditions that involve the nerves, tendons and muscles, and supporting structures. They represent a wide range of disorders, which can differ in severity from mild periodic symptoms to severe chronic and debilitating conditions. Carpal tunnel syndrome, bursitis, and low back pain are all examples of musculoskeletal injuries. Retail industry workers perform a variety of tasks including warehousing, stock distribution and pricing, customer service, checkout operation, cleaning and administration. These jobs can range from manual handling activities such as lifting and carrying to pushing and pulling, and holding often stressful body postures. It comes as no surprise, therefore, that many of the injuries experienced by retail workers can be traced to repeated movements, static work and lack of recovery time.
At work, older workers account for a growing share of the working-age population. According to Human Resources Development Canada (HRDC), it is estimated that, by 2011, approximately 41% of the working population will be between the ages of 45 and 64, compared to 29% in 1991.
How do you know if an employee is at risk? Taking a look at the workplace activities that are likely to cause injury, reviewing injury records and interviewing staff can help you put together a comprehensive list of the risks that currently exist. "We’ve just completed an ergonomic assessment of our shipping department work activities to look at how much we can practically do," says Groskopf. "That assessment helped us identify places we could make changes to reduce the risk of injury."
And that’s not all. Older employees are choosing to continue to work beyond the age of 65 - for many reasons. Some enjoy their work. Others must work for financial reasons. Regardless of the reason, the demand for skilled, experienced workers is expected to grow in the next two decades. In fact in many cases, the older worker market is where a company’s growth will come from as recruitment a smaller resource of younger workers becomes more challenging.
According to a HRDC survey, 21.4% of workers 45 years and over plan to either never retire or retire after 65 years.
According to a HRDC survey, 21.4% of workers 45 years and over plan to either never retire or retire after 65 years. This provides employers with a unique opportunity to benefit from the experience that this valuable segment brings to the market. With plenty of experience, maturity and judgment, older workers are less likely to be injured at work. In fact, in 1998, older workers sustained just under 9% of all occupational injuries or illnesses requiring time away from work.
With so much to offer, why are older employees not in greater demand? According to a recent survey, only 4% of employers reported that they targeted older workers to fill open positions. Part of the reason may stem from pre-existing stereotypical images of older employees as less productive and resilient. The reality is older workers can be as productive as younger workers. In fact, there is no significant overall difference between the job performance of older and younger workers. According to Statistics Canada, in 2001, permanent workers aged 45 and over lost an average of 9.7 days (excluding maternity leave), only 1.8 days more than the average 7.9 days for workers aged 25-44.
Training and retraining are essential for older workers to gain new qualifications, enhance their skills, and ensure safety on the job.
What can employers do to welcome - and benefit from - this valuable segment of the employment market? Creating a supportive workplace that promotes respect for all employees is paramount - one that demonstrates the value of all contributions and ensures equal access to new challenges.
At the same time, training and retraining are essential for older workers to gain new qualifications, enhance their skills, and ensure safety on the job. Providing training can stimulate an employee’s interest and broaden their work experience - regardless of their age. Keep in mind that the general principles of adult education - relating new skills to past experience, allowing for self-paced learning, social support and opportunities for practice - applies to older as well as younger employees.
Utilizing older workers as trainers is an excellent way to transfer knowledge and provide young workers with a valuable mentor.
Employers should think about the practices they have in place to develop the health and safety skills of older employees. Utilizing older workers as trainers is an excellent way to transfer knowledge and provide young workers with a valuable mentor. In-class training and computer-assisted training are other valuable opportunities that can - and should - be offered to older employees.
While it is important to recognize the value of older workers, it is equally important to recognize some of the limitations, as well. Older workers may have age-related needs such as declining energy, progressive conditions, declining eyesight, and may require longer periods for healing. They may also need flexible working arrangements to care for elderly family members.
Take a look at the workplace, including ergonomics, lighting, heat and the general environment to see if it is worker-friendly to an older employee.
To attract - and retain - older workers, employers should think about ways in which they can accommodate these needs, such as offering job sharing. Flexible working arrangements can also help retain experienced workers. Offering alternative working arrangements can provide flexibility that older employees may find attractive.
Take a look at the workplace - including ergonomics, lighting, heat and the general environment - to see if it is worker-friendly to an older employee. Consider re-organizing work to meet the needs of older workers. It may be necessary to adapt the work environment to compensate for declining physical capabilities like hearing, vision and energy levels.
Workstations may need to be redesigned to avoid increased ergonomic issues. Look at health and wellness initiatives that can assist all employees - including older workers - maintain better physical and mental health.
Looking ahead, there can be little doubt that the number of middle-aged and older persons in the labor force will continue to grow. In many cases, workplaces can benefit from this growing market by highlighting the benefits and addressing the negative attitudes. By accommodating the needs of an experienced workforce through flexible work arrangements, job redesign, and appropriate training opportunities, employers can create safer workplaces and healthier environments for everyone.
Excerpted from: The Safety Mosaic, Vol 5, No. 4, Winter 2002
