Making a longer and better working life a reality
It is interesting to read how a ‘futurologist’ has recently suggested that many of today’s 11-year-olds may still be working at 100 – quite a sobering thought! This might lead many people to expect that ‘age’ would be at the top of many companies agendas – yet research has shown that few have some kind of age strategy already agreed at board level.
Based on research carried out by IBM, the CEO Business Forum has recommended six strategies for addressing the challenges of an aging workforce and these are:
- Redirect recruiting and sourcing efforts to include mature workers
- Retain valued employees through developing alternative work arrangements
- Preserve critical knowledge before it walks out the door
- Provide opportunities for workers to continually update their skills
- Facilitate the coexistence of multiple generations in the workforce
- Help ensure that mature workers are able to use technology effectively in the workplace.
The Health and Safety Executive has an extensive section on its website on health and safety for older workers. They remind employers that, by law, they should be protecting older workers, including carrying out risk assessments and training. Health and safety should not be used as an excuse for not continuing to employ an older worker, nor should age be used as a reason for not receiving training.
With regards to Occupational Health input, the knowledge and experience of occupational health professionals can be helpful to advice on how best to assist workers to achieve a better, health-adjusted working life, particularly advising on adjustments needed at work around mental ill-health and musculoskeletal issues.
For further advice on how to implement a healthier working life or other health related matters, please contact us
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