Seniors
at work

Today, your “work bestie” could be your grandfather – and naturally, this creates both quirks and opportunities. Ageism, digital exclusion, differences in status or work methods: how can we create an inclusive work environment that values all contributions?

Leaders are increasingly recognizing the value of senior workers. In fact, most employers believe that seniors bring valuable expertise, a strong work ethic, and increased reliability compared to younger workers. In 2022, 60.3% of people aged 55 to 64 were active in the workforce. Paradoxically, age remains the primary factor of discrimination feared by employees over 50 – it’s no coincidence that starting at age 57, there are measures in place to extend careers and avoid sudden layoffs. While the unemployment rate for those over 55 is below the national average, this age group represents the majority of long-term unemployed individuals.

This means that age is a significant barrier in hiring. To overcome these challenges, retain late-career employees, and ensure their well-being and ongoing training, there are several inclusive practices to consider: diversifying recruitment methods by using channels such as employment agencies, recruitment firms, or headhunters; implementing comprehensive onboarding programs, such as training on tools like Teams, Slack, Outlook, or Google Drive; training decision-makers in intergenerational management to move seniors beyond their role as knowledge transmitters, for example, by using reverse mentoring, where younger employees teach older ones; supporting seniors in using new technologies, especially with the transition to remote work – these are all good practices for creating a healthy, inclusive, and balanced work environment.

More information can be found on the AACC website