As we begin to emerge from the Covid-19 pandemic, labour shortages are becoming a new challenge for many countries, including Australia. This challenge is compounded by an ageing workforce and a long-standing issue of age discrimination. Recent research indicates that addressing age discrimination could be the key to addressing post-Covid labour shortages in Australia.
Age discrimination occurs when individuals are treated unfairly because of their age and is a significant problem in the Australian workforce. The Australian Human Rights Commission found that almost a third of Australians over the age of 50 reported experiencing age discrimination in the workplace (Australian Human Rights Commission, 2016). Age discrimination takes many forms, including being passed over for promotions, being denied training opportunities, or being let go because of age.
One significant consequence of age discrimination is that it contributes to the challenge of post-Covid labour shortages. The pandemic has disrupted labour markets in Australia, causing many older workers to either retire or leave the workforce altogether. At the same time, younger workers are not yet fully vaccinated, and many have concerns about returning to work. This creates a significant gap in the labour market that could be filled by older workers if they were not facing age discrimination.
Research suggests that eliminating age discrimination could help overcome post-Covid labour shortages in several ways. Firstly, older workers bring valuable skills and experience to the workforce. They are often able to mentor younger workers and provide guidance based on their years of experience. By eliminating age discrimination, employers would be able to tap into this pool of talent, allowing them to fill gaps in their workforce quickly and efficiently.
Secondly, older workers are often more reliable and committed than their younger counterparts. They have a strong work ethic and are less likely to change jobs frequently. This stability could be a significant asset in the post-Covid labour market, which is likely to be volatile and unpredictable. Employers who eliminate age discrimination and retain older workers will have a more stable and reliable workforce, which could give them a competitive advantage.
Thirdly, eliminating age discrimination could help address the issue of intergenerational fairness. With an ageing population and a growing burden on government resources, it is important that older workers are given the opportunity to remain in the workforce for as long as they choose. This would not only benefit the individual worker but also the wider community, by reducing the burden on the welfare system and increasing the tax base.
Myths about older workers
Let’s bust a few myths about older workers:
- Myth: Older workers are less productive than younger workers.
Truth: Research has found that older workers are just as productive as younger workers, if not more so in certain areas. For example, older workers have been found to be more reliable, have lower rates of absenteeism, and possess valuable institutional knowledge (Kunze & Boehm, 2021). - Myth: Older workers are less adaptable and less able to learn new skills than younger workers.
Truth: While older workers may sometimes have difficulty learning new skills, they have a wealth of experience that they can draw upon to apply to new situations. In addition, many older workers are highly motivated to continue learning and updating their skills (National Seniors Australia, 2021). - Myth: Older workers are more expensive to employ than younger workers.
Truth: While older workers may earn higher salaries due to their experience and skills, they can also provide significant cost savings to employers in other ways. For example, older workers have lower turnover rates and can be more reliable, which can result in cost savings in recruitment and training (Australian Human Rights Commission, 2021). - Myth: Older workers are not tech-savvy and are unable to keep up with technological changes.
Truth: While it is true that some older workers may not be as comfortable with technology as younger workers, many older workers are highly skilled in using technology and have adapted to technological changes over time. In addition, older workers often possess a wealth of experience that can help them understand how to use technology to solve complex problems (Kunze & Boehm, 2021). - Myth: Older workers are less innovative than younger workers.
Truth: Innovation is not limited to age, and older workers can bring unique perspectives and experiences that can contribute to innovative solutions. Research has found that older workers can be just as creative as younger workers, and in some cases, even more so (National Seniors Australia, 2021). - Myth: Older workers are resistant to change and may not be willing to adapt to new ways of doing things.
Truth: While some older workers may be resistant to change, many are open to learning new skills and adapting to new ways of doing things. In fact, many older workers may be more willing to embrace change and take on new challenges because they have developed a strong sense of resilience and adaptability over the course of their careers (Australian Human Rights Commission, 2021). - Myth: Older workers are more likely to take sick days than younger workers.
Truth: While it is true that some older workers may experience health issues, many older workers are healthy and able to work well into their 60s, 70s, and beyond. In fact, research has found that older workers are less likely to take sick leave than younger workers including those with and without parenting responsibilities (National Seniors Australia, 2021). - Myth: Older workers are less creative than younger workers.
Truth: Creativity is not limited to age, and older workers can bring a wealth of life experience and knowledge to the table that can contribute to innovative thinking. Research has found that older workers are just as creative as younger workers, if not more so in some areas (Kunze & Boehm, 2021). - Myth: Older workers are less ambitious and less interested in advancing their careers.
Truth: While some older workers may be less interested in advancing their careers, many are highly motivated to continue learning and growing in their careers. In fact, research has found that older workers may be more interested in personal growth and development than younger workers (Australian Human Rights Commission, 2021).
How to help:
Walk the talk: to eliminate age discrimination in the Australian workforce, employers can take a proactive approach to recruiting and retaining older workers. This could involve actively seeking out older workers through job advertisements, creating mentorship and training programs that specifically target this demographic, and reviewing policies and practices to ensure that they are not inadvertently discriminating against older workers.
Employers can also implement policies that support older workers, such as flexible work arrangements and training programs. Raising awareness about the benefits of older workers through education and training programs for employers and public awareness campaigns can also help to address age discrimination.
In conclusion, eliminating age discrimination in the Australian workforce is an essential step in addressing post-Covid labour shortages. By tapping into the skills and experience of older workers, employers can fill gaps in their workforce quickly and efficiently, and create a more stable and reliable workforce. It’s time to end age discrimination in the Australian workplace and harness the potential of our entire workforce.
References:
Australian Bureau of Statistics. (2021). Labour force, Australia. Retrieved from https://www.abs.gov.au/statistics/labour/employment-and-unemployment/labour-force-australia/latest-release
Australian Bureau of Statistics. (2021). Retirement and retirement intentions, Australia. Retrieved from https://www.abs.gov.au/statistics/people/labour/retirement-and-retirement-intentions-australia/latest-release
Australian Human Rights Commission. (2016). Willing to work: National inquiry into employment discrimination against older Australians and Australians with disability. Retrieved from https://humanrights.gov.au/our-work/age-discrimination/publications/willing-work-national-inquiry-employment-discrimination-against-older-australians
Australian Human Rights Commission. (2021). Age discrimination. Retrieved from https://humanrights.gov.au/our-work/age-discrimination
Australian Human Rights Commission. (2021). Older workers: A national priority. Retrieved from https://humanrights.gov.au/our-work/age-discrimination/publications/older-workers-national-priority
Kunze, F., & Boehm, S. A. (2021). The importance of age-inclusive HRM practices for post-COVID-19 recovery. Journal of Vocational Behavior, 125, 103483. doi: 10.1016/j.jvb.2021.103483
National Seniors Australia. (2021). Older workers. Retrieved from https://nationalseniors.com.au/policy/work-health/older-workers
National Seniors Australia. (2021). Age discrimination in employment in Australia. Retrieved from https://nationalseniors.com.au/sites/default/files/2021-06/Age%20Discrimination%20in%20Employment%20in%20Australia%20June%202021.pdf
Ng, T. W., & Feldman, D. C. (2013). Age and innovation-related behavior: The joint moderating effects of supervisor undermining and proactive personality. Journal of Business and Psychology, 28(2), 151-165. doi: 10.1007/s10869-012-9274-4
Park, D. C., & Bischof, G. N. (2013). The aging mind: Neuroplasticity in response to cognitive training. Dialogues in Clinical Neuroscience, 15(1), 109-119.
van Solinge, H., & Henkens, K. (2018). Working longer at the cost of job satisfaction? Results of a survival analysis. Ageing & Society, 38(5), 1005-1028. doi: 10.1017/S0144686X16001350
Wang, M., Kim, S., & Zhang, X. (2022). Age discrimination and worker well-being during the COVID-19 pandemic: A conservation of resources perspective. Work, Aging and Retirement, 8(1), 60-68. doi: 10.1093/workar/waab006
