There’s been a lot in the news recently about getting over-50s who have decided to finish work, back into employment to help address the UK’s labour shortage and boost the economy. It’s been reported that almost 300,000 fewer people are in employment than before the COVID-19 pandemic.
When I began my HR career, the Default Retirement Age (DRA) was still a thing across UK businesses. Part of my first HR role was to keep track of employees approaching the age of 65 and send them a letter informing them of our compulsory retirement process. The DRA was then fully abolished on 1 October 2011, as the Government recognised that people were living longer, healthier lives and so many could continue to work beyond 65 if they so wished.
It’s widely recognised that people working longer is good for the economy, for society and can be good for individuals. Evidence shows that keeping more people in work helps the economy grow – and this includes the over 50s. The average life expectancy for those currently aged 40 in the UK is 85 ½ years. This means that, on average, people in the UK are now spending longer in retirement than they did say 50 years ago.
A survey carried out by the Chartered Management Institute (CMI) in October 2022 found that just 4 out of 10 (42%) managers working in UK businesses and public services were open “to a large extent” to hiring people aged between 50 and 64. The number dropped furthest for applicants in the over-65 aged group. Just 18% of managers said they were open to a large extent to hiring people in that category.
For businesses in counties like Herefordshire and Worcestershire, this brings various challenges and opportunities as both counties have a population that is older than the overall national average and that is set to continue.
The extent to which people can realistically continue working into later life is dependent upon them having quality work, including a working environment that is supportive of their specific needs. So, how can you increase the chances of keeping hold of your existing people for longer and attracting new people looking to return to the workforce?
Here are a few key tips:
1. Review the job requirements – Think about whether the criteria set out in your job descriptions and person specifications are essential and inclusive. For example, are you placing an emphasis on candidates needing certain qualifications when equivalent experience would actually be sufficient?
2. Level your language – Are you using words in your job descriptions, person specifications or adverts that are unintentionally switching older workers off to you? For example: ‘energetic’, ‘ambitious’ and ‘enthusiastic’. That’s not to say that people’s enthusiasm wanes with age, but we know that older workers might be more likely to rule themselves out of applying for a job if it’s presented in a way that appears to be targeted at younger people or those in earlier stages of their careers.
3. Foster flexibility – Workers aged in their 50s and early 60s are more likely than any other age group to be juggling caring responsibilities and working, so what flexible working options do you offer that can support with this? Are you actively promoting these in your job adverts? Are you discussing them with your existing people as part of your workforce planning? Think outside the box too – can you offer part-year working?
4. Bolster your benefits – Employers of all shapes and sizes are now offering a range of employee benefits, such as counselling support, shopping discounts and reduced gym membership fees. How does your offer stack up against the support older workers might value? Do you offer things like paid time off for carers, life assurance, mid-life MOTs, reverse mentoring or retraining?
5. Check your culture – A recent BBC article quoted an over-50s worker as feeling his “usefulness has passed”. How well are you showing that you value all of your people, including those who are older? Are your values and expected behaviours being upheld? Do you nip issues in the bud when they arise, such as calling out ageist jokes or comments when they’re made?
Interested in finding out more about the practical steps you can take to attract older workers? Drop me a line to set up a free call: lorna@marcheshr.co.uk
Article by Lorna Simpson – Director at Marches HR (www.marcheshr.co.uk)