All employers are likely to be affected by the change in the UK’s workforce profile which will lead to a large gap in the numbers of available employees because:
- By 2022, 14.5 million more jobs will be created, but only 7 million younger workers will enter the workforce – a gap of 7.5 million.
- By 2020, the over 50s will comprise almost one third of the working age population and almost half of the adult population.
Employers will have to adjust their attitudes and no longer maintain a bias against older workers. More important, is how employers will nurture the advantages of a higher proportion of older individuals in their employment and use their experience and skills to the benefit of the organisation and the development of young workers.
Dispelling the Myths about the Unreliability of Older Workers
Lower sickness rates are not often associated with older individuals but that is the evidence from insurers and other sources. Older workers also bring a maturer outlook and set of skills to the organisation.
There are also significant advantages to employing more older individuals as they are part of the corporate glue that leads to more effective engagement with employees and managers.
You can read more about the advantages and sources of help to enable employers to prepare for the changes ahead in our blog article, ‘ Older Employees – Organisational Asset or Liability?’
Would you like to discuss the above issues in the context of your organisation
on recruiting and managing older workers,if so contact, the author by writing to him or calling him on 07808 765588.
© 2017 HR Management Dimensions Ltd.
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