The benefits of hiring mature workers


What are some issues affecting workers over the age of 55? We started discussing this question and quickly realized we have to offer solutions if we’re going to discuss issues. These solutions highlight the benefits of hiring mature workers.

Let us know if you’ve experienced any of these.

Issue: Age discrimination. Despite laws and regulations aimed at preventing age discrimination in the workplace, some workers over the age of 55 still face prejudice and bias in the hiring process. This can make it difficult for older workers to find and retain employment.

Solution: Experience and expertise. Older workers often have years of experience and a wealth of knowledge and skills that can be valuable to an organization.

Issue: Health concerns. As workers age, they may face health issues that affect their ability to perform their job duties. This can lead to difficulties in the workplace, including reduced hours, job loss, and discrimination.

Solution: There is a need for part time workers, and mature workers can fill this gap. Also, they create a multigenerational work place with mentorship opportunities. Older workers can provide valuable mentorship and guidance to younger employees, easing the mature worker’s work load and helping the younger employees to develop their skills and careers. This can lead to a positive, supportive work environment and a sense of teamwork and camaraderie.

Issue: Job security. The rapidly changing job market can make it difficult for older workers to remain competitive and secure in their jobs. Automation and technological advancements have disrupted many industries, leaving older workers at risk of being replaced by younger, more tech-savvy workers.

Solution: Loyalty and stability. Older workers tend to be more committed to their job and more likely to stay with an organization for an extended period of time. This can lead to greater stability and continuity within the workplace.

Also, while younger employees will likely change jobs many times in their careers, perhaps staying with your business only a few years, older workers are not on a career path looking for the next big thing. They’re much more likely to stay with you until they do fully retire.

Issue: Retraining and upskilling opportunities. As workers age, they may need to acquire new skills to remain relevant in the job market. Access to retraining and upskilling opportunities can be limited, especially for workers who are already in their 50s and 60s. This can make it difficult for older workers to move into new roles or industries.

Solution: Positive attitude and life experience. Many older workers are lifelong learners who are keen to take training, have a good work ethic and study practices and are good at putting in the work to succeed in their training. They are usually dedicated to completing tasks to the best of their ability, making them a valuable asset to any team.

And, back to the mentorship discussion, training can work both ways, with mature workers imparting their knowledge to younger employees.

We’re all about helping employers and employees find solutions to any issue that comes up. As a final note, older workers often have a positive attitude and a wealth of life experience that can bring a fresh perspective and energy to the workplace. Their life experience can also help to increase empathy and understanding in the workplace, leading to a more inclusive and respectful work environment.

And if that’s not enough, who is more likely to bring home-baked snacks for the lunch room?