The UK state pension age has been a talking point in recent weeks, with the government announcing an increase from 66 to 67 years within the next few years. Even more worryingly, research suggests that, by 2050, retiring workers will be 71 before they receive their state pension.
The Pensions and Lifetime Savings Association has estimated that for the average retiree to live ‘comfortably’ in their later years, they would need between £300,000 and £500,000 saved in their pension pot. If the powers-that-be don’t intend to intimate that we’re expected to ‘work until we’re in a box’, they need to take another look at their plans.
This suggestion is the government’s answer to ensure the longer-term sustainability of the UK’s pension system. The idea, however, has sparked debate about the practicality of raising the age of retirement—especially around suitable job opportunities for older workers. The vast majority of job vacancies are inaccessible for workers in their 60s and 70s now, and there’s no firm sign that this will improve.
This issue isn’t entirely down to an employer’s preference. For workers in physically demanding roles or manual labour jobs, the ability to perform such tasks becomes increasingly difficult as they age. Additionally, the rapid pace of technological advancements could pose a challenge for older workers who may not be as technologically savvy as their younger counterparts. This potential skills gap could make it harder for them to secure roles that heavily rely on the use of modern technology and digital tools. People may also be forced to leave the workforce earlier than anticipated due to ill health.
Unconscious bias towards age can significantly impact recruitment practices and contribute to the challenges faced by older workers. It’s particularly prevalent in minimum wage jobs, which are often concentrated in more deprived areas of the UK.
Notwithstanding the premise that the recruitment sector is flawed in areas and that it requires government intervention to address the broader societal challenges surrounding an aging workforce, recruiters can play a pivotal role in fighting unconscious age bias and promoting fair recruitment practices. By implementing inclusive objective evaluation methods, recruiters can ensure that candidates are assessed based on their skills, qualifications, and experience, rather than age-related assumptions.
After all, there are many benefits that come with employing older and post-retirement-age employees, such as:
- Extensive experience and knowledge: Older workers often possess a wealth of experience and knowledge accumulated over their careers, which can be invaluable for mentoring younger employees, problem-solving, and decision-making
- A strong work ethic and reliability: Many post-retirement-age employees are known for their dedication, dependability, and commitment to their work, which can contribute to increased productivity and stability within the organisation
- Maturity and professionalism: With their life experiences, older workers tend to exhibit a high level of maturity, professionalism, and emotional intelligence, which can positively impact the workplace culture and interpersonal dynamics
- Customer service skills: Individuals with extensive life and work experiences often possess excellent communication and interpersonal skills, making them well-suited for customer-facing roles or positions that require frequent interaction with clients or stakeholders.
- Diverse perspectives: Post-retirement-age employees bring unique perspectives shaped by their diverse life experiences, which can contribute to more comprehensive problem-solving and decision-making processes within the organisation
- Intergenerational knowledge transfer: By employing older individuals, companies can facilitate the transfer of knowledge and skills from one generation to the next, ensuring the preservation of valuable organisational knowledge and expertise
- Flexibility and work-life balance: Many older workers may prefer part-time or flexible work arrangements, which can benefit employers by providing a larger pool of talented individuals and potentially reducing overhead costs
- Increased innovation: Contrary to popular belief, older employees can be highly innovative and open to new ideas. Their experience and diverse perspectives can lead to fresh insights and innovative solutions to challenges faced by the organisation
- Reduced training costs: Older employees often bring extensive industry knowledge and skills, potentially reducing the need for extensive training and associated costs for the company
By promoting age diversity in the workforce and ensuring that older workers have access to meaningful employment opportunities, recruitment agencies can not only support their own financial security but also supply a wealth of experience and knowledge to their clients.
As specialists in recruitment website design, we can conduct a no-obligation review your website for any age bias, as well as support any adaptions you could make to increase its accessibility. The issue with age bias is that it is largely done unconsciously, and therefore you and your staff may not be aware of any terminology on, functions of or elements within your website that could be a barrier for older job-seekers. Call 01302 288591 for more information.
