Keeping older workers in work for longer

In a post-Covid world we seem to all be facing some similar workforce constraints. Although we are all attempting to gain more migrants to bolster our workforces, it seems likely that globally there are eventually going to be fewer of us (Wikipedia, 2024; see image accompanying this post). South Korea this year has reached a replacement rate well under the 2.1 children per family required: it is at .71 (Omer, 2024). Ouch. New Zealand too has fallen from 1.61 three years ago (De Jong, 2021) to 1.56 this year (Corlett, 2024). Aotearoa is not growing enough young people internally to replace those who are actually due to retire. 

So if we want to expand our pool of workers in a time of decreasing population, and there is a global shortage of skilled workers, then we need to encourage older people to not retire, instead remaining in the workforce for longer. Despite there being some prejudice about older workers in our economies with some employers seeming to think that our ability to learn atrophies over time (Mykletun, 2023), research shows that if we continue to train all workers, mental and physical population outcomes are improved (Mykletun, 2023; Tobias, 2021). Where roles require "physical strength, rapid shifts of attention, and fast reaction [times], and time pressure" (Mykletun, 2023, p. 127) younger employees are needed. But where "experience and expertise are important, and physical strength and reaction time is less important" (p. 127), older workers are very competitive. 

Interestingly, eminent educational researcher Benjamin Bloom stated that "After 40 years of intensive research [...] my major conclusion is: What any person in the world can learn, almost all persons can learn if provided with the appropriate prior and current conditions for learning" (Bloom & Sosniak, 1985, p. 4). Current research shows "human brain possesses more plasticity than previously claimed" (Mykletun, 2023, p. 127). Allowing for some shift in "prior and current conditions for learning" (Bloom & Sosniak, 1985, p. 4), we may need to adjust our training methods a little, and aim for a more seamless integration of technology assists across our workplaces. For example, organisations may need better technology visibility aids such as magnifying screens or improved screen UIX layouts. We may need larger format phones for slightly stiffer fingers, more easily accessible volume controls on headsets or earbuds, and magnifying safety glasses. We may need to pay more attention to safety and grab rails, lifting aids, and visual cues for those who are harder of hearing. None of these workplace safety standards are going to be detrimental: they will aid anyone with a physical limitation to be safer at work. 

As we age, we tend to "become more conscientious, more agreeable, show more honesty and humility" (Mykletun, 2023, p. 124): we have better EI, cope better with stress, and so are better co-workers. We tend to embrace being helpers, using "generativity", "a motivation that is unique to older adults, referring to view[ing] work as a way to teach, train, and share skills with younger generations" (p. 125), and that "age and tenure was positively related to employee green behaviour" (p. 126). 

Another aspect of this will be that our ACC workplace cover will need to continue in New Zealand. At present our workplace accident cover ends when we reach 65. While we can get an exemption until we are 67, that is - at present - our final year we can access insurance payments while we are off work. This would need to be modified: if we are contributing to the scheme, it seems inequitable that we cannot take advantage of it, in the event of an accident.

All of this is eminently do-able. We just need to adapt our thinking a little.

Sam

References:

Bloom, B. S., & Sosniak, ‎L. A. (1985). Developing Talent in Young People. Ballantine Books.

Corlett, E. (2024, February 19). New Zealand’s fertility rate hits record low as births fall. The Guardian. https://www.theguardian.com/world/2024/feb/19/new-zealands-fertility-rate-record-low-as-births-fall

De Jong, E. (2021, February 18). New Zealand birthrate sinks to its lowest ever. The Guardian. https://www.theguardian.com/world/2021/feb/18/new-zealand-birthrate-sinks-to-its-lowest-ever

Mykletun, R. J. (2023). New insight regarding the ageing workforce: it is time to close this knowing-doing gap. In B. T. Asheim, T. Laudal, R. J. Mykletun (Eds.), Practicing Responsibility in Business Schools (pp. 109-144). Edward Elgar Publishing.

Omer, N. (2024, February 12). Monday briefing: From the UK to South Korea, why people are having fewer babies. The Guardian. https://www.theguardian.com/world/2024/feb/12/first-edition-falling-birthrates

Tobias, R. (2021). Chapter 8: The Learning and Education of Older Adults in Aotearoa New Zealand. In P. Narot, N. Kiettikunwong (Eds.), Education for the Elderly in the Asia Pacific (pp. 125-147). Springer Singapore.

Wikipedia. (2024). List of countries by birth rate. https://en.wikipedia.org/wiki/List_of_countries_by_birth_rate#/media/File:Crude_Birth_Rate_Map_by_Country.svg