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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Industry based safety and health associations play a key role in fostering safer and healthier workplace environments. Funded by employers, these associations provide guidance and services in a variety of ways:
The current environment with an aging workforce will make this work even more important and associations can be leaders in creating awareness and solutions to this issue.
Running a successful business 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.
ContinueThose 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, either by birth rates or immigration 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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Your members have a loyal workforce and don't seem concerned about the aging working population. Why should they be?
Please select one of the following 3 options:
ContinueAging workers may leave as a result of becoming ill or injured, or due to an increasingly competitive job market.
The fact of the matter is that employers 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 the aging worker happy and healthy will not only benefit everyone in the workplace, but it will help employers keep experienced workers engaged.
As part of education sessions already offered to employers, you can add information about the demographics and the reality of the aging workforce, creating awareness. And when assisting with the development of safety and health programs, an area can be included to address safety and health issues specific to older workers and should be suggested.
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Employers are right to think older workers 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. Not only can older workers be physically fit and learn new technologies, they are in fact less likely to be injured.
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. Associations can support employers by helping to find ways to effectively teach technology to an older worker. For example, pair them with younger workers. Keep in mind that the baby boomer generation tends to learn best with hands on learning. Providing education about differing learning styles can help ensure workers learn and understand.
Making opportunities to educate employers and their workers about potential issues will go a long way to addressing some of the myths around older workers. Many older workers today have maintained excellent physical health; 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 or do parts of two jobs. Flexibility will be an important factor to promote.
ContinueHowever, 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 vison and hearing loss. There are some changes that can easily be made such as increased lighting. Ergonomic changes such as mechanical lifts will benefit all workers, preventing injuries in general.
A reminder to employers that "ageism" or "age discrimination” is illegal under Manitoba's Human Rights Code will help support your efforts with employers to take as much action as they are able. It also may not be good for business. If there is an unwritten policy of only hiring younger workers, it's time for employers to rethink what comes into their business. Older workers bring much more than experience. They can help organizations reduce costs, create innovative products and services and improve the business’s reputation within the community. Staffing older workers can help balance a workforce and achieve diversity in a business.
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Providing reasonable accommodations to older workers that will enable them to perform the essential functions of their jobs is not only good business 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. Helping employers rethink their approach to older workers and asking them what they need will result in fewer injuries and a more stable workforce.
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Is there a need to manage the four concurrent generations different 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 the workplaces you work with. 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. You may have heard comments from employers and workers alike about differing ages. For example, older workers may make comments about the lack of work ethic in younger workers. And younger workers may feel their older counterparts work too slowly. 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.
ContinuePromoting the idea to employers that generational diversity is a good thing might be a strategy to further educate employers about potential issues with an aging workforce. 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.
There are many myths around "older" people and how "younger" people work. A company 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 divisions and conflict. Older workers want to be respected and younger workers want to feel that they’re being heard.
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What suggestions can you offer employers who are concerned about the safety of their older workers?
Please select one of the following 5 options:
ContinueSeveral organizations have already begun the multifaceted approach to addressing these valid concerns.
You can encourage employers to be an organization focused on health and safety for all generations and the importance of understanding the changing workforce demographics and culture. Making their company one of the best places to work by having a reputation as a “safe” place to work will not only retain workers but attract new ones as well. Engaging employees with a variety of opportunities for physical activity and mental stimulation will also help attract and retain workers who demonstrate their participation by staying fit and healthy.
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For example, improved lighting such as task lighting, larger print or larger computer screens can go a long way to improving the situation. The main cause of fatalities among older workers is asbestos related disease and cancer from chemicals. While too late for some, preventive measures in this area can still have long term benefits for some. Repetitive strain injuries are a long term and costly injury that if addressed in an overall plan will benefit everyone in the long term and older workers in the short term.
Retaining older workers might involve offering flexible work schedules, using experienced staff as mentors and offering work that provides mental stimulation are just a few suggestions. Employers 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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Is there any specific legislation/regulation to protect older workers employers should be aware of?
Please select one of the following 2 options:
ContinueNo, there are no laws specifically for older workers.
Educating employers about laws that pertain to older workers can be helpful for them. You might use the following three areas to begin a discussion.
There are several laws that could be applied to address issues faced by older workers such as discrimination based on age or gender, safety and health and duty to accommodate. It should be noted that these laws apply to ALL workers but can be used to demonstrate to employers how they might apply to an aging workforce.
ContinueSafety and health laws apply equally to all such as the Workplace Safety and Health Act in Manitoba. Under the Manitoba Workplace Safety and Health Act, employers have primary responsibility for ensuring a safe and healthy workplace, and can face penalties and fines for putting the health and safety of workers at risk. The law focuses first and foremost on the employer’s responsibility to eliminate workplace hazards.
Age does not dictate which safety and health requirements apply. But there may be some areas that put older workers at more risk. If those factors place workers at risk, interventions must be considered to accommodate them. For example, as we age our vison tends to decline and more lighting is necessary to manage risks. Good ergonomics are good for everyone but can benefit older workers in particular in preventing musculoskeletal injuries. This might include such things as mechanical lifts for heavy jobs.
ContinueHuman rights laws prohibit discrimination based on a number of things including age. Manitoba's Human Rights Code would prevent employers from singling out older workers if they were concerned about their ability to do the work. If a concern exists, employers must apply and address this concern across all workers, not just the specific individuals. Safety and health associations can play a role by ensuring employers and supervisors are aware of these protections. It should be noted that Manitoba has no mandatory retirement age, nor is there a mandatory age when one can no longer be covered by WCB.
ContinueDuty to accommodate can be explained as "the responsibility to address and remove unreasonable burdens or barriers based on a protected characteristic that limit access to opportunities and benefits available to others." Age is one of the protected characteristics in the MB Human Rights Code.
Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; providing qualified readers or interpreters; and reassignment to a vacant position. Accommodation must be made to the point of "undue hardship." While the Code does not define undue hardship, guidance is provided as to what a hearing or court might consider.
ContinueAssociations are in a strong position to educate both workers and employers about these rights.
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