'Age friendly' workplaces on the rise
Most baby boomers say they plan to stay in the workforce longer, and employment experts emphasize a need to create an enviroment free from age bias.
from the May 7, 2007 edition
Page 3 of 3
Companies adjust retirement plans
Some firms may have to alter their retirement plans so workers who stay on or return can do so without losing benefits, says Wally Bock, a consultant on leadership.
Many employers are concerned about roadblocks involving cost and productivity, says Ms. Holmes of Manpower.
"There is a perception that the older worker costs more," she says. "AARP research found that older workers do use more healthcare than younger workers, but that's a small part of total labor costs. The biggest cost is salary, which is usually based on performance, not age."
In addition, Holmes says, "There are stereotypes that we're resistant to change and that we need more training. Employers are afraid that people haven't kept up with the changes. There's an education that has to take place to make sure companies understand the great benefit and great positive impact older workers can have. They show up on time, they get the work done, and they're emotionally mature. Those far outweigh the marginal extra costs older workers might bring."
Mature workers have responsibilities, too, Holmes says. "We can't just point fingers at the employers. If we don't keep up with technology and the skills demanded by employers, they're not going to hire us. If we're currently employed, we need to seek training and develop opportunities so we can keep up with the changing world of work. If we're not employed, go to a community college."
Stefanie Smith, who heads an executive coaching firm in New York, tells about once having a woman over 50 assigned to work with her. Despite initial assumptions by some people that the woman "might not be up to snuff," Ms. Smith says, "It turned out that she had incredible experience, talent, and skills. She just lacked computer skills." Smith arranged for private training. "Then I had an assistant who was so good the CEO often 'borrowed' her from me."
"People stay fit longer in life," says Laura Stiller Rikleen, a Boston lawyer and executive director of the Bowditch Institute for Women's Success. "Life experiences are making them more valuable. The whole idea of forced retirement or prejudice against hiring someone 50 or older is not very sound, because of the value, wisdom, and experience members of the older workforce can bring."
Demirdjian agrees, saying, "Most of the people my age who are working don't want to leave at 66. They just want to keep working as long as they can."
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