In this e-learning module you will receive a brief lesson about specific issues relating to the aging workforce, followed by 5 multiple choice questions. Each question has 1 correct answer that will provide further support information and additional resources that you can choose to review.
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Running a successful organization can be quite complex.
An evolving and significant issue is that of an aging workforce. Labour market shortages are anticipated as the population ages and more workers are retiring. It is becoming increasingly important for employers to accommodate the needs of aging workers to ensure a stable labour force and economic viability. Accommodating the needs of these workers will help to minimize worker shortages. And, in meeting the health and safety needs of aging workers, employers are assisting them to safely remain in the workforce; a benefit to all parties. It's far more cost-effective for companies to look for solutions to retain talented employees and keep morale high.
According to Statistics Canada, those who are aged 55 and older now make up 21% of the Canadian work- force. In 2016, the majority of the population in Manitoba was aged 50 to 59 years for both males and females The percentage of aging workers in Manitoba is increasing as well. The demographics are roughly the same as that of Canada as a whole, with 22% of the workforce aged over 54 and nearly half, 45% of the workforce aged 45 and older.
Statistics Canada estimates very little population growth in Manitoba over the next number of years supporting the need to keep the aging workforce healthy to enable them to stay employed. There are a number of areas to address.
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If your workforce consists of mostly long-time employees, should turnover be a concern?
Please select one of the following 4 options:
ContinueYes. Some workers may leave as a result of illness, injury, or the lure of a competitive job market.
The fact of the matter is that you likely won't have a choice but to retain and hire older workers. The demographics in Manitoba show the population as a whole is getting older and so are the people available for work. While it's true many "baby boomers" tend to be more loyal to their company, not being treated in the best way possible may have them considering leaving. And with a competitive job market, there are likely options open to them. Keeping your aging workforce happy and healthy will not only benefit everyone in the workplace, but it will help employers keep experienced workers engaged.
For an overview of the demographic issue worldwide and in Manitoba, review the resources below.
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Don’t hire or retain older workers as they struggle with physically demanding jobs, get injured more often, and can’t keep up with technology.
Please select one of the following 2 options:
ContinueFalse. Older workers can learn new technologies AND be physically fit.
Many older workers have been able to work for many years through different technologies. Remember, they have been around a while and have already seen several technology changes. If needed, finding ways to effectively teach technology to an older worker can help. For example, pair them with younger workers. Keep in mind that the baby boomer generation tends to learn best with hands on learning.
Many older workers today have maintained excellent physical health; a younger age is no guarantee that a worker will be fit. Perhaps a change in perspective to what they can do could help address this issue. For example, if an older worker cannot physically perform the job, they can be valuable mentors, teachers and supervisors for new employees. They can be placed in other jobs that are more suitable.
Statistics show that older workers are in fact, injured less often than their younger counterparts. However, once injured, they may take longer to return to work. It is true that there are some physical changes as we age, some inevitable such as vision and hearing loss. There are changes that can easily be made such as increased lighting. Ergonomic changes such as mechanical lifts will benefit all workers, preventing injuries in general.
ContinueIt also may not be good for your organization.
If you have a policy of only hiring younger workers, it’s time to rethink what comes into your organization. Older workers bring much more than just experience. They can help your organization reduce costs, create innovative products and services and develop an outstanding reputation within the community. Staffing older workers can help you balance your workforce and achieve diversity in your business.
Providing reasonable accommodations to older workers that will enable them to perform the essential functions of their jobs is not only good practice but required by law. For example, a factory or retail setting may want to provide older workers with increased seating, softer flooring, lifting devices and frequent breaks. Other accommodations include assistive listening devices and optical magnifiers/large print material. The important thing is that all workers are able to perform their jobs safely, securely and efficiently.
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Is there a need to manage the four concurrent generations differently from one another?
Please select one of the following 2 options:
ContinueYes, each generation has its own needs.
There may or may not be generational conflict in your workplace. But understanding what makes other generations tick can help avoid division and conflict. There are many different ways to work and each generation has its own needs and wants. Regardless of our age or experience, everyone wants respect. In order to succeed, older generations need to respect their younger colleagues and vice versa. While it may seem like a challenge at first, managing different generations in the workplace has its benefits.
Generational diversity can be a good thing; it can help people develop new ideas and improve their work. It can also make managing other types of diversity and inclusion an action step rather than an idea. Each generation has something to offer, it’s a good idea to have them working together and learning from each other.
ContinueYour organization can get on top of this by offering education about the reality and the benefits of both for everyone. Creating an inclusive culture in the workplace and demonstrating the importance of all ages and genders with their different perspectives will go a long way to preventing generational conflict. Older workers want to be respected and younger workers want to feel that they’re being heard.
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What steps should you take to address the safety of your aging workforce?
Please select one of the following 5 options:
ContinueSeveral organizations have already begun the multifaceted approach to addressing these valid concerns.
You can start by leading yours to be an organization focused on health and safety for all generations and by understanding the changing workforce demographics and culture. Make your company one of the best places to work by engaging employees with a variety of opportunities for physical activity and mental stimulation.
Changes may be required to address normal aging processes such as vison or hearing decline are not that expensive to implement. For example, improved lighting such as task lighting, larger print or larger computer screens can go a long way to improving the situation. Issues that older women face may also be a factor to consider.
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Using your experienced staff as mentors and offering work that provides mental stimulation are just a few suggestions. Engaging in a return-to-work program following any injury, whether at work or elsewhere, is also an excellent way to keep workers on the job and having them feel safe while recovering.
The main cause of fatalities among older workers is asbestos related disease and cancer from chemicals. Repetitive strain injuries are a long term and costly injury. Addressing these issues and others like them may not prevent issues for some but it can prevent disease or injury in the majority of your workforce over time.
You may find that the additional expense is a good investment as more experienced and skilled workers will likely save time and money over time. As well, a safe workplace for older workers is a safe workplace for everyone, reducing overall costs.
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COVID-19 has made remote working commonplace. Do you need to be concerned about the health and safety of those working from home?
Please select one of the following 2 options:
ContinueYes, you have the same responsibilities as if they were in your workplace.
In Manitoba, under The Workplace Safety and Health Act, “a workplace means any building, site, workshop, structure, mine, mobile vehicle, or any other premises or location whether indoors or outdoors in which one or more workers, or self-employed persons, are engaged in work or have worked.” Anyone performing work for an employer in a private residence is considered a worker and their residence a workplace for the purposes of safety and health. As such, the same rules apply as if they were on your premises. The only difference is that you are not allowed to enter a private residence, for example, to perform a workplace inspection. However, there are still many ways to support your staff at home and ensure they are working as safely as possible.
One issue often discussed is ergonomics. Most people don’t normally spend eight hours a day in their home office and may not have a set up that is conducive to preventing issues. Workers can send videos to help in determining what might be required. You can provide a checklist to workers to assess their workspace and then address any other concerns.
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