Exploring Insights and Solutions to Combat Age Discrimination and Diverse Work Environment for Older Adults
The Persistent Challenge of Ageism in the Workplace
In the latest episode of “Looking Forward Our Way”, Dr. Phillip Taylor and Dr. Phyllis Cummins join hosts Brett Johnson and Carol Ventresca to shed light on the ongoing issue of ageism in the workplace. Ageism, as discussed, manifests in various forms, from biased job postings to discriminatory hiring practices. The speakers highlighted the overt forms and the subtler, systemic barriers that mature adults face when seeking employment or striving to remain employed.
Redefining Resumes and Recruitment
One major takeaway from the conversation is the need for older adults to ensure their resumes are error-free and reflective of current, relevant skills. This proactive approach combats stereotypes that mature workers are not adaptable or tech-savvy. Furthermore, employers are encouraged to reconsider job descriptions and requirements to avoid inadvertently excluding qualified older candidates. Drs. Taylor and Cummins emphasized the need for fair and inclusive recruitment processes that appreciate the diverse strengths of all age groups.
Combatting Internalized Ageism
A particularly poignant issue discussed by the hosts and guests is the concept of self-imposed ageism, where individuals internalize societal biases and doubt their employability. This mindset can significantly dampen the job-seeking spirit of many mature workers. The podcast underscored the importance of support networks and career counseling that inspire confidence and demonstrate the ongoing value of mature workers in the workforce.
Flexible Work Arrangements as a Universal Benefit
Flexible work arrangements, such as telecommuting options and adaptable work hours, benefit older employees and workers of all ages. The COVID-19 pandemic has shown that flexible work is possible and can lead to increased productivity and employee satisfaction. Age-friendly policies can serve as a model for general workforce management, promoting a better work-life balance for all.
Harnessing Institutional Knowledge Through Intergenerational Collaboration
One of the most energizing discussions centered around leveraging older workers’ vast institutional knowledge. Drs. Taylor and Cummins discussed the unanticipated loss of networking connections and organizational wisdom when experienced employees retire without passing on their insights. They advocate for structured mentoring programs where older workers pair with younger colleagues to exchange valuable skills—from technical knowledge to workplace etiquette, thus enriching the entire organization.
Age Inclusivity: Beyond Hiring and Retention
The podcast didn’t just focus on getting mature adults through the door and stressed creating an environment where they can thrive. Dr. Taylor mentioned innovative examples like the assembly line adjustments at BMW, designed to accommodate the ergonomic needs of older workers without compromising efficiency. Such modifications emphasize that thoughtful design and a willingness to adapt can lead to improvements that benefit employees across the age spectrum.
PCummins_and_PTaylor_Employment_Issues_For_Older_Adults_Resources_Sheet_2024We would love to hear from you.
Give us your feedback, or suggest a topic, by leaving us a voice message.
Email us at hello@lookingforwardourway.com.
Find us on Facebook.
Please review our podcast on Google!
Recorded in Studio C at 511 Studios. A production of Circle270Media Podcast Consultants.
Copyright 2024 Carol Ventresca and Brett Johnson
