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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According to Statistics Canada, those who are aged 55 and older now make up 21% of the Canadian workforce. 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. These facts present challenges for employers who will need to retain and possibly recruit older workers to maintain a stable workforce. Many older workers are highly valued as they are generally seen to have a lower rate of absenteeism, are generally popular with the public, and adjust easily to job retraining and the acquisition of new job skills.
Safety and health professionals have always played a significant role in ensuring workers stay safe and healthy and can remain on the job. This will become even more important for workers who choose to continue working or those may need to continue working for financial reasons as well as for employers as the demographic continues to age.
The emphasis of care will need to focus on "protective prevention" and health maintenance with a focus on reducing the decline in workers' health status both occupationally and non-occupationally related. A vital role of occupational health practitioners is to assist aging employees in accomplishing work goals and successfully planning for the future as well as assist employers in retention of valuable workers.
ContinueWhat can you do about older workers experiencing health issues?
Please select one of the following 2 options:
ContinueYou can encourage workers to take advantage of health and wellness programs.
While it's true some older workers will develop health issues related to aging, many chronic issues such as diabetes, obesity and hypertension can develop at any age and are more commonly now being seen in younger people as well. Discussing a person's individual health issues may or may not be an option for you, but educating employers about the aging demographic and the need to support and retain older workers may be a place to start. Then, discussing the benefits of wellness programs for all parties should support your efforts. Encouraging employers to offer a variety of health and wellness programs and providing information to staff about the benefits will encourage them to participate.
ContinueResearch shows that offering a wellness program in the workplace may reduce healthcare costs, injury rates, disability management and sick leave by as much as 25%. Some examples might be:
Aging affects a variety of health conditions and outcomes, including both chronic health conditions and the likelihood of on-the-job injury. However, the exact nature of these relationships has only recently been better understood, and it is quickly becoming clear that appropriate programs and support in the workplace, community, or at home can help workers live longer, healthier and more productive lives.
Adapting company culture so older workers can contribute fully to their organization as they age should result in fewer injuries and safety issues, along with improved productivity and workers who want to stay at work.
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What can be done to promote a safe work environment when employers are reluctant to accommodate older workers for fear of being accused of discrimination?
Please select one of the following 4 options:
ContinueAdvise employers on the laws regarding discrimination, and educate them on the benefits of keeping workers safe.
The reality is that there will be more older workers on the job in the coming decades than at any point in history. Many members of the baby boomer generation will be eligible to retire soon, but they won’t due to personal or financial reasons. Having more older workers will affect your organization in some way and preparing for an older workforce now will prepare you for an aging workforce for a long time to come. With the aging demographics, employers will need to retain older workers and planning now will offer benefits in the long term.
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Myth: Older workers are more likely to have work-related injuries.
Fact: Older workers suffer fewer job-related injuries than that of other work groups.
Myth: Older workers are more likely to suffer from illness and are more often absent or late for work.
Fact: Studies show older workers have lower absenteeism and tend to be more reliable than younger workers.
Providing advice to employers about the laws around safety and health, accommodation and discrimination may also help clarify what can be done.
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. 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. It does not mean that managers cannot address issues, just that they need to be applied equally. If performance is an issue, the usual steps to resolve it must be undertaken. It should be noted that Manitoba has no mandatory retirement age. And workers compensation coverage is available for a worker past what might normally be considered "retirement age".
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.
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Which of the following statements are true?
Please select one of the following 4 options:
ContinueIssues the aging workforce face and what can be done to address them are complex.
We all age, and along with it there will be natural declines and there will be upsides. In some cases, age-related differences are disadvantages for older workers because their work performance may be diminished relative to that of younger workers. For example, older workers may have decreased capacity to sustain heavy physical labor for extended periods, although not necessarily true in all cases. In other cases, age-related differences are disadvantageous to older workers because their susceptibility to environmental hazards is increased. For example, poor eyesight and hearing are associated with occupational injuries among older workers. As well, older workers generally do not tolerate working in hot conditions the same as younger workers.
In still other cases, however, changes associated with age may actually enhance capabilities and performance at work. For example, crystallized knowledge (that which has accumulated and is stored) and its positive impact on work is likely to be greater in a 50-year-old than a 20-year-old worker. Invaluable lessons learned and experience is a significant benefit of age in the workplace.
ContinueData show that older workers are injured less frequently than their younger counterparts, although this has been changing in the past few years. But when injured, they usually will require more time off work. Research shows that the risk of injury goes up if physical abilities don’t match job demands. This is an area where safety and health interventions such as ergonomics can play a big role. Not only are many interventions fairly inexpensive, they will benefit everyone in the workforce.
The fatality rate among older workers is much higher than their younger counterparts. This is of course, related to many years of exposure to harmful substances such as asbestos and chemicals. While it may too late to prevent some of these, prevention beginning even at middle age can go a long way toward saving lives. And again, these measures will benefit everyone in the long term, something that can be communicated to employers to encourage investment in safety and health.
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Aging workers may find their mental health negatively affected by pressures in the workplace. What can be done to support them?
Please select one of the following 4 options:
ContinueProvide workers with resources on active aging and educate people in the workplace about ageism.
It's true that in our culture we tend to value "youthfulness" over the positive attributes of older workers. Ageism comes in many forms from the "senior's moment" jokes to "you're too experienced" insinuations during a job interview to "when are you going to retire" workplace inquiries. It can be nuanced, unintentional, and difficult to prove. This can foster a mindset that "just getting old" is inevitable and there is nothing that can be done about it. As well, our workplaces are becoming more diverse culturally and that is positive. However, another factor to consider is older workers from other countries where older people are highly respected and valued may find this an issue. It may be difficult for them to understand "age discrimination" and create divisiveness. Attitudes of ageism and age discrimination will require concerted efforts to address in the workplace through policies and education of the workforce, from the top down, and including older workers themselves.
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This can result in unhappy, less productive workers and the departure of a valuable part of the workforce. A healthy workplace is not only a requirement under safety and health law, it benefits employers greatly when workers are happy and cohesive, resulting in greater productivity, better retention and fewer injuries. The Mental Health Commission of Canada recently introduced a national standard for psychological health and safety in the workplace that would not only help address issues of ageism but would benefit all workers.
Older workers are highly valued in the workplace and will become more so as the population ages. Educating employers and staff about the demographics and issues of the changing workforce is important. As is the introduction of ways to encourage older workers to stay healthy and productive.
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Can you help workers become more involved in aging well amidst the negative feedback they may experience?
Please select one of the following 2 options:
ContinueProvide aging workers with resources that promote better health.
It's in everyone's best interest to have older workers that lead a well-balanced life, including a more healthy lifestyle that can include participating in wellness programs, dealing with their health issues and even participating in recreational activities. Healthy, happier workers are more likely to stay engaged and help boost morale. This will continue to grow in importance as employers begin to face labour shortages.
ContinueThis persective is found throughout almost any age group, including older people themselves. It is learned at an early age and thus can be difficult to change. However, you may be able to help your older workers to age well, to live a more positive and productive life. Discussing concerns with them can help identify where to start. You can then begin by offering resources to look at such things as health and wellness programs, addressing health issues and financial matters, social programs, learning opportunities, hobbies, etc.
Educating workers about the benefits of such programs and encouraging them to take an active role in their personal health will support their continued participation in the workplace. Good fitness levels are known to reduce injuries in the workplace.
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