Nearly every corporate HR department recognizes that diversity is good for business. Why, then, do we see so much apparent age discrimination in recruitment and hiring? Are we so focused on assuring diversity on other variables – race, gender, ethnicity, etc. – that we deem age to be an unimportant factor? Tim Sackett of CareerBuilders suggests the following as potential reasons for this anomaly:
1. Hiring managers are intimidated by older, more seasoned workers who probably have more experience than they do.
2. There is a misconception that anyone with “more” experience wouldn’t want to work for someone with less experience and that he or she only wants to be a leader.
3. There is a misconception that young employees produce more than “old” employees.
So, why does an age-diverse workforce matter?
Changing demographics:
Workforce demographics are shifting, and the availability of mature workers will steadily increase in the years to come. The U.S. Bureau of Labor Statistics notes that in 2016, the number of workers ages 55-64 will have increased 36.5% over their representation in 2006. Increases forecasted for those ages 65-74 and those 75 and older are even higher, with an 80% increase in each category over 2006 levels. Today’s older generation is more active and fit than ever before, and many are interested in continuing to pursue work interests, although not necessarily in a conventional full-time position. By contrast, the generations that follow the Baby Boomers are relatively smaller. CareerBuilders’ Sackett admonishes: “when you have a ‘non-official’ policy of hiring young and aggressive — and you think you are getting the best talent — you are getting the watered-down talent that has been picked through by everyone else.” Those that recruit only from age-homogeneous talent pools may not only miss talent but find that their recruiting costs are higher. Simply put, going after young employees may not be a sustainable practice.
Diversity of skill sets:
Employers that recruit diverse workforces open their businesses to a wide range of ideas, according to research compiled by the Journal of Small Business Management. An age-diverse workforce creates an environment where each generation brings different skills, attributes and attitudes to the workplace, and each of those aspects has a role to play in the overall, enduring success of a business. Competitiveness is enhanced by a workforce with diverse skills and strengths, with those capable of working in traditional forms and those able to see beyond those forms into modern market and technological paradigms. For example, while younger employees may be more likely to be skilled at using high-tech business mediums, more mature staff may be more likely to have well-honed interpersonal skills. This diverse range of skills sets can offer flexibility in reaching a broad range of customers. In addition to diversity of communications styles, differences in training, technology, tradition and sense of continuity that tend to be associated with age diversity can serve the company well.
So how might you attract and retain older workers?
Companies interested in tapping into the experiences and skills of more mature workers may have to think outside the box. While many older workers are interested in continuing to contribute to the world of work, they may seek greater flexibility than the traditional workplace arrangement offers. Older workers may be interested in working less than a 40-hour week, working remotely, or working on a project-by-project basis, for example. Talencio can be helpful in this regard. To learn more about how other Life Science companies have partnered with us to overcome hurdles and capacity issues and tapped into our mature professional talent pool, contact me at 612.703.4236 or email me at: pnorbom@talencio.com. Talencio, LLC has been the preferred provider of vetted, accomplished professionals to the Life Sciences community for more than seven years.
Sources:
Career Builders, Tim Sackett, Admit It: You Discriminate Against Older Workers, November 12, 2014
Lisa McQuery, Demand Media. The Advantages of Diverse Ages in the Workplace
Career Thought Leaders: Age Diversity in the Workplace
Love to Know, Melinda L. Secor. Age Diversity in the Workplace