Older workers: an underused resource

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This article was published 02/05/2024 (688 days ago), so information in it may no longer be current.

There’s a model for Calgary designer Kate Hewko who is not what a model is supposed to look like. First, Christa Gravel (who is also Hewko’s brand manager) is not young. She’s in her mid-60s. Second, she has grey hair and it’s the real kind of grey hair that comes from paying mortgages while worrying about work, not the kind found in a hairdresser’s bottle. Third, she has fine lines on her face.

She is not afraid of being who she is, not a botox-laden, youth-chasing acolyte of the Kardashians.

After months of questions about when I am going to retire and not-so-subtle queries about why I am “still” working, it’s refreshing to finally see someone who is like me age-wise in the fashion world.

And she’s not wearing capris and a sensible pair of shoes either. She’s wearing a sequined mini, with high heels.

Ageism is pervasive. While there have been many discussions about “millennials” and “gen-Zers” that have created unnecessary and harmful stereotypes, the attitude toward aging workers is particularly harmful. The World Health Organization reports that half of the world’s population are ageist against older people, higher than for any other age group.

This is frankly counterproductive to a good economy. Research from 2017 by the Advisory Council on Economic Growth indicates that increasing the number of older workers in the workforce could increase Canada’s economic performance by $56 billion.

Additionally, having a multi-generational workforce allows for more diversity in opinions and ideas. Just like it’s important to have diverse cultures represented, it’s important to also have diversity in generations. A policy that works well for those with children may not work well for those who are now dealing with empty-nest syndrome.

Ensuring that you have a wide range of ages in workers improves opportunities for mentorship. And that can and should work both ways.

Older workers can share their institutional and long-term understanding of the workplace, while they can benefit from younger workers’ understanding and knowledge of new ideas and techniques. Information sharing that isn’t hierarchical will be beneficial for the organization and help it grow.

Statistics suggest older workers tend to be more loyal, they tend to stay in one job for longer periods of time and they take less time off. Yet, older workers seeking employment face additional hurdles in getting asked to be interviewed that include concerns regarding their technical abilities, their health and their productivity.

In a recent report from federal, provincial and territorial ministers responsible for seniors, almost half of survey respondents said they had experienced some form of ageism as an older adult. The respondents also said they felt ageism had increased since COVID-19. Those interviewed for the report said they felt unwelcome in the workplace and shared the belief that employment opportunities are difficult to pursue.

Additionally, research has suggested negative stereotypes about aging can be internalized, damaging self-esteem and well-being.

Statistically, the Canadian job force needs its older workers, particularly during this time of labour shortages. And Canadian workers need to keep working into their 70s to reap full benefits from the Canada Pension Plan and Old Age Security.

Obviously, more needs to be done to ensure the workplace welcomes older workers in ways that will allow them to thrive. It can start with a simple survey of the workplace to determine the age range of workers. Then finding out who is being interviewed and if there’s a flaw in the process preventing older workers from being invited into the inner circle.

Kate Hewko has made age diversity part of her brand, with an ad strategy that focuses on models in their 20s, 30s and 60s. Her company now has sales of $7 million annually and has expanded into the United States with sights set on stores overseas in the near future. Her designs have been worn by celebrities including Jennifer Hudson, Alex Borstein and Norah Jones.

Hewko knows a diverse workplace includes all women, no matter what age.

Shannon Sampert is a lecturer at RRC Polytech and an instructor at the University of Manitoba. She was the politics and perspectives editor at the Free Press from 2014-17. She has no interest in retiring anytime soon. shannon@mediadiva.ca