The facts and figures surrounding both current and projected global labour requirements have raised concerns within most world governments. This can mainly be attributed to an increased awareness on the need for skilled and reliable workers amidst counteracting workforce demographics. According to Billet et al (2011), universal workforce assessments indicate a growing demand for skilled workers, a projected decline in the number of younger people entering workforces, as well as increasing concerns about the likely economic impacts of progressively longer periods of retirement. These claims go hand in hand with the worker demographic projections of the European Union’s labour force. As a matter of fact, older age groups (especially 55-64 years) are expanding while all younger age groups are on the decline (Ilmarinen, 2012). This calls for increased utilisation of aging workers with an aim of achieving global occupational wellbeing and effectiveness. Taking relevant factors into account, this paper explores the overall importance of preventing age-related worker discrimination, offers recommendations occupational health and safety concerns surrounding ageing workers, proposes suitable methods of older worker engagement, and demystifies common myths on all these aspects.
Thesis Statement
Scientifically proven facts about aspects of workplace performance of the aged should be used emphatically to prevent ageing-associated workplace discrimination in Canada.
Delegate your assignment to our experts and they will do the rest.
Methodology
This paper shall employ an analytical approach to present a case against ageing-associated workplace discrimination in Canada. Whereas, some of the studies covered in this research have been conducted in different geographical and sociological settings, the sociological theories upon which they are founded are universal. As such, the paper will employ sociological theories from the functionalist perspective to justify its claims. Additionally, it will provide an overview of the forces behind the devaluing of ageing workers, as well as present verified insights on the importance of accommodating, engaging and appreciating this vital group of the workforce.
Analysis
The truth about ageing
Taking recent research into account, the main challenge facing older workgroup utilisation is ageing-associated workplace discrimination. Such unethical behaviour may be attributed to uniformed and misinformed employer and employee attitudes. In view of this, there is need for a renewed understanding of ageing and its effects.
Ageing has remained an issue of significance since time immemorial. Equally important, attaining immortality still is a major theme in nearly all cultural fantasies around the world. Obvious obsessions about overcoming the limits of time and death can be traced back to an ever-increasing awareness of the restrictions that come with old age, and especially a decline in physical, mental and sexual health. According to Ilmarinen (2012), long-term health problems and chronic diseases increase with age. Whereas the deficiencies that come with age are far from being overcome, recent strides in science confirm that there is need for a normalized view of ageing (Jones & Higgs, 2010). This notion is based on the fact that numerous techniques have so far been developed to minimize and conceal physiological and psychological effects of ageing, resulting in expanding working capability and social coping. With this is mind, a better understanding of ageing and its effects bears the potential of improving employer and employee attitudes about older members of today’s workforce.
Over the years, the definition and understanding of ageing has varied greatly. Although ageing was earlier on related to the number of years lived, observations on the nature of the aged have revolutionized human understanding of an old person. According to Vincent et al (2006), ageing may be viewed as a result of entropy. In their paper on anti-aging science, the scientists propose that increase in age correspondingly can be perceived as increase in disorder, the cumulative effect being impaired body function and eventually death. He also mentions that from an evolutionary point of view, lifespans are greatly influenced by environmental factors. Under conducive environments, an increase in life (longevity) is likely to be observed. While these views stand to be challenged, they closely match modern views on ageing. Increased awareness of favourable lifestyle is bound to diminish physiological deterioration experienced with advancement in age (Jones & Higgs, 2010). Owing to such advances, today’s ageing workers have a real chance of maintaining their working capabilities for much longer than ever before.
Evidently, reduced physiological efficiency is inevitable among the old. This accounts for today’s employer hesitance in engaging and training older work groups (Ilmarinen, 2012). With advancements in anti-ageing science, techniques to alleviate the effects of ageing are now already being implemented. Currently, the main sections of anti-ageing science encompass alleviation of ageing symptoms, life expectancy extension, lifespan extension in addition to ageing reversal studies (Vincent & John, 2006). To alleviate ageing symptoms, anti-ageing medicines are now available in the form of cosmetic solutions for disguising physical ageing, prophylactic medication and workouts for disease prevention, as well as compensatory treatments for stimulating dwindling body functions. Other than improving the overall health and life expectancy of ageing workers, such treatments have improved their ability to cope with the psychological struggles of ageing (Jones & Higgs, 2010). Assuredly, such evidence demands a refined look at the capabilities of ageing workers. The availability and effectiveness of anti-ageing medications is currently on an upward trend. Living conditions are also getting better and workplace environments more conducive. This seemingly improved lifestyle spells a bright and healthy future for the aged. More importantly, it stands as concrete evidence on improving capabilities of older age groups, and justifies increased inclusion of ageing workers in workplace activity.
Benefits of Exploiting an Ageing Workforce
Recent studies on workforce demographics reveal a growing demand for skilled workers alongside a projected decline in the number of younger people entering workforces. This has raised concerns about the probable impacts of ageing on global occupational wellbeing and effectiveness. In response, governments have resorted to the utilization of ageing workers as a permanent solution to an impending predicament. Today, governments are taking steps to encourage older workers to extend their working lives beyond the usual retirement (Billet et al., 2011). In addition to this, employers are being encouraged to sustain the employability of ageing staff. Despite obvious interest in increased workplace productivity, employers have remained unsure about training and retaining ageing workers. This stems from a deficient understanding of the positive impacts that could result.
The advantages associated with ageing worker engagement cannot be understated. First and foremost, utilization of ageing workers reduces overall knowledge loss. (Keeble-Ramsay, 2018). As expected, grasping the intricacies that define a good member of staff takes time and is resource-consuming for both employers and employees. Retaining ageing workers thus streamlines resource-use alongside maintaining relevant professional competence, boosting organizational awareness and increasing networking density (Ilmarinen, 2012). Other than these, utilization of ageing workers enhances the emotional environment of the workplace. This can be attributed to superior affective function among the ageing (Scheibe & Doerwald, 2018). While most employers prefer young and enthusiastic employees, it is worth appreciating the intrinsic qualities of older staff members (Kooij et al., 2011). According to the socioemotional selectivity theory, human emotion becomes increasingly salient with age. With an improved understanding of the limiting factors of time, individuals naturally focus on emotional aspects of their lives. With age, individuals also gain greater capacity for regulating emotions and maintaining career identity (Kim & Kang, 2017). This results in improved attitudes on tasks, colleagues, supervisors and even the organization itself.
In addition to enhancing the workplace atmosphere, ageing workers possess a number of skills that may be of interest to most employers. To begin with, ageing workers demonstrate more predictability than their younger counterparts (Ng & Feldman, 2010). This can be traced back to the psychological dictates of the continuity theory of normal ageing. The continuity theory proposes that in the face of adaptive choices, older individuals are likely to retain pre-existing notions and behaviours. Accordingly, there is a greater likelihood for ageing workers to be more predictable and thus reliable in work arrangements. Ageing workers also bear the advantage advanced mental growth. According to Ilmarinen et al (2012), strategic thinking, sharp-wittedness, considerateness, wisdom, ability to deliberate, ability to rationalise, control of life, holistic perception and language skills improve with age. Owing to this, ageing workers are also less likely to demonstrate unproductive behaviours such as absenteeism and social strife within the workplace.
Other than these, ageing workers also possess other good qualities in arrears to the longevity of their experience in the workplace. These include better cooperation and learning skills (Ng & Feldman, 2010). While these skills vary with age and individual, proper physical and mental health assures their continual uprightness. For instance, learning and working capabilities somewhat deteriorate due to ageing. However, most older workers are more than capable of acquiring new skills and implementing them at work due to their experience in doing the same over extended periods (Kim & Kang, 2017).
While reviewing the benefits of ageing worker utilization, it is worth noting that some negative effects of ageing significantly affect performance at work. Sure enough, ageing results in reduced physical strength and in some cases, greatly deteriorates mental health. These factors coupled with a seemingly reduced interest for career growth due to changing motives with age define the main challenges of engaging advanced age groups in the modern workplace environment. Despite the obvious trials that highlight utilization of ageing workers, Ilmarinen et al (2012) does confirm that ageing makes the older workers in many ways better and stronger than before.
Accommodating and Engaging an Ageing Workforce
Contrary to logical expectations, research indicates that little is being done to engage and accommodate ageing work groups in today’s workplace. To avert an evidently looming labour crisis, Billet et al (2011) sensitizes that extending the working capacity of older workers is both possible and practical, and might be realised through constant provision of opportunities for rich work and further development. Owing to current strides in science and general human intelligence, the frailties that come with age are quickly being overcome. This stands as evidence of the increasing capability of ageing workers, and explains why demographic projections demonstrate expanding older age groups both now and in the near future. Additionally, it establishes the role of supportive action for ageing workers as a tool of increasing their capabilities as well as personal interest in work and workplace activity.
According to studies on the concept of positive ageing in the UK, there is a general lack of sensitivity about the adjustments older workers need due to age-related changes in health and functional capacities (Keeble-Ramsay, 2018). Despite a reduced degree of effective performance and learning with age, gerontological and geriatric sciences prove that ageing workers still are essential in the modern workplace. The engagement of employees at the workplace increases with age, which is contrary to popular belief that it decreases (Kim & Kang, 2017). This improved job participation can be attributed to better affective function with age as well as increased workplace predictability in line with the continuity theory.
Today, the main challenges facing ageing workers are more or less psychological than physical. This has raised concerns about the health and occupational safety of staff members with advanced ages. Currently, the two psychologically deteriorative phenomenon evident among ageing workers are depression and disengagement. In this case, disengagement might be termed as gradual withdrawal from normal workplace activity with advancement in age. Essentially, ageing workers are observed to engage in increasingly less social interaction. This detaches them from the norms of society. While disengagement is a natural ageing phenomenon, a lot can be done to reduce its effect on ageing workers, and prevent it from developing into more serious mental conditions such as depression itself. Depression is among the most concerning psychological phenomenon of this age. According to survivors of this illness, depressive disorder is more than just a feeling of sadness. It is now understood as a serious condition that affects the daily activities of its victims in unimaginable proportions. Although depression is a common condition among older adults, it is not a normal part of the ageing process. According to scientists, depression among older adults can be linked to immense life changes. In later years of life, adults are prone to a diverse range of emotional attacks. These generally stem from unfortunate life events and personal perception of them. Under states of depression, ageing workers are unable to cope with both work and personal life. Sadly, this might often be understood as an ineffectiveness directly attributable to ageing defects.
According to gerontological sciences, there are numerous reasons for psychological discomfort among ageing workers. First and foremost, older individuals are faced with numerous life changes that disrupt normal life. These include loss of close associates, increased disease attack, overwhelming realizations of life meaning, family complications, social disconnection among others. In addition, ageing workers are also faced with anxieties surrounding eventual ending of things including job contracts, bread-winning capability, administrative authority etc. This explains the need for greater sensitivity when dealing with older employees. According to an article contesting terrains in ageing and old age, older workers are also faced with the challenge of normalized societal interactions. They are forced to cope with misunderstandings based on conventional misconceptions of the old. As aforementioned, most ageing deficiencies are individual and manageable. In addition, studies prove that the ageing are among the most resourceful members of the workforce based on their refined balanced of both extrinsic and intrinsic quality. Evidently, sensitivity towards this psychologically vulnerable group of workers is the essence of both positive and active ageing in the workplace.
Accommodation of ageing workers within the workspace is the first step towards their better utilization, and increased longevity of health and working capacity. According to Ilmarinen et al (2012), age related factors should be taken into consideration in daily management, including work arrangements and individual work tasks, so that everybody, regardless of age, feels empowered in achieving personal and corporate goals. One of the ways of promoting positive ageing within the workplace is the implementation of age management practices (Magnavita, 2017). Firstly, staff awareness about the truth about ageing and the ageing process can go a long way in helping employees appreciate older workers. With improved understanding of the limits that come with age, employers and employees can slowly develop realistic attitudes towards ageing and the aged. Undoubtedly, age management practices should be a core function of workplace administrators. Moreover, logic and ethics call for its inclusion within human resource policies in the workplace.
Other than the aforementioned, a lot can also be done to improve the working capabilities and productive efficiency of ageing workers. According to Billet et al (2011), older workers electing to stay employed are likely to need access to learning opportunities or training programs to maintain their existing work competence or develop new skills for different jobs. This is a statement on the need for life-long learning arrangements for workers. Positive ageing practices dictate that workers be provided with age-friendly job environments as well as a dignified transition to retirement (Ilmarinen, 2012). Both workers and employees are expected to take an active role in encouraging and accommodating the ageing members of the workforce (Magnavita, 2017). Currently, productive ageing is among the most promising research areas in gerontological science. Taking into account the current and future state of workplace demographics, positive productive ageing could be the only way towards global occupational wellbeing and effectiveness.
Conclusion
To sum it all up, ageing results in both physical and psychological detriment. This has inspired an unethical shunning of the aged in today’s workspace. Based on current and projected workforce demographic figures, however, there is need for increased exploitation of the ageing workforce. Major advances in the field of anti-ageing science prove that the limits of age can now be overridden. The relationship between health and age is certainly evolving. According to recent gerontological and sociological studies, there are numerous advantages of preserving older age groups within the modern workspace. These undeniable benefits can only be achieved through a better understanding of the working capacity of ageing workers and provision of appropriate support structures. As aforementioned, the ageing face numerous challenges that affect their ability to cope with today’s productivity demands. With proper accommodation and support, coupled with a refined engagement into work activity, the productivity of the ageing can fully be explored for favourable outcomes.
References
Billett, S., Dymock, D., Johnson, G., & Martin, G. (2011). Last resort employees: older workers' perceptions of workplace discrimination. Human Resource Development International , 14(4), 375-389.
Ilmarinen, J. (2012). Promoting active ageing in the workplace. European Agency for Safety and Health at Work.
Jones, I. R., & Higgs, P. F. (2010). The natural, the normal and the normative: Contested terrains in ageing and old age. Social science & medicine , 71(8), 1513-1519.
Keeble-Ramsay, D. (2018). Exploring the Concept of ‘Positive Ageing’ in the UK Workplace—A Literature Review. Geriatrics , 3(4), 72.
Kim, N., & Kang, S. W. (2017). Older and more engaged: The mediating role of age‐linked resources on work engagement. Human Resource Management , 56(5), 731-746.
Kooij, D. T. A. M., de Lange, A. H., Jansen, P. G. W., Kanfer, R., & Dikkers, J. S. E. (2011). Age and work-related motives: Results of a meta-analysis. Journal of Organizational Behavior, 32,197–225.http://dx.doi.org/10.1002/job.665
Magnavita, N. (2017). Productive aging, work engagement and participation of older workers. A triadic approach to health and safety in the workplace. Epidemiology, Biostatistics and Public Health, 14(2); 6-11
Ng, T. W. H., & Feldman, D. C. (2010). The relationships of age with job attitudes: A meta-analysis. Personnel Psychology , 63,677–718. http://dx.doi.org/10.1111/j.1744-6570.2010.01184.x
Scheibe, S., Yeung, D. Y., & Doerwald, F. (2018). Age-related differences in levels and dynamics of workplace affect. Psychology and aging . 34(1); 106-123
Vincent, J. A. (2006). Ageing contested: Anti-ageing science and the cultural construction of old age. Sociology , 40(4), 681-698.
