Today marks National Older People’s Day, highlighting the overlooked contributions of mature employees.
- A survey by CV Library found many older UK employees face challenges in job finding.
- Employees overwhelmingly appreciate older workers’ contributions, valuing their experience and knowledge.
- Despite respect from peers, age discrimination remains prevalent in the recruitment process.
- Studies show older workers can be equally or more productive than younger employees.
Today is National Older People’s Day, emphasising the importance of recognising and valuing mature workers in the workforce. A recent study conducted by CV Library, involving over 2,400 UK employees aged 18-70+, reveals significant challenges faced by mature individuals in securing employment. Despite their experience, mature workers often struggle to find new jobs, highlighting a crucial issue of ageism in recruitment.
The survey reveals that 92.2% of workers acknowledge the valuable contributions of mature employees to UK businesses. A significant 76.6% believe that the wealth of experience brought by these individuals offers a unique advantage over younger colleagues. This sentiment underscores the enormous respect and appreciation that many younger colleagues have for their mature counterparts.
However, this respect is not always reflected by employers. A troubling 46% of those aged between 55 and 64 see age as a barrier when seeking new employment opportunities. This is highlighted by testimonies from individuals like Judy and Pete, who express difficulty in securing roles despite decades of experience.
Productivity studies have presented findings that challenge the stereotype of decreasing productivity with age. Research within German car manufacturers found that older workers at a Mercedes Benz plant excelled, showing higher productivity and fewer mistakes compared to their younger counterparts. Additionally, BMW’s ‘Today for Tomorrow’ initiative demonstrated a 7% productivity improvement on a production line staffed entirely with older workers, thus invalidating the presumption that age equates to decreased efficiency.
Lee Biggins of CV-Library stresses that age should not be seen as a workplace impediment. Although UK professionals recognise the contributions of mature workers, age discrimination persists, particularly in hiring processes. He calls for change, advocating for the breakdown of employment barriers faced by older individuals, expressing concern over any hindrances felt by those even in their 30s.
Adrian Lewis from Activ Absence argues that businesses neglecting to utilise the skills of mature workers do so at their own risk. He highlights that older employees tend to have lower absence rates due to sickness, thus proving to be a dependable resource within any organisation.
The call to action is clear: dismantling age discrimination in the workplace is crucial for harnessing the full potential of mature employees.
