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Most Organisations Unprepared for Ageing Workforce

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Date published: 
Thursday, September 16, 2010
News source: 
TAEN
Region: 
United Kingdom
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Only 14 per cent of UK managers consider their organisations are well prepared to cope with an ageing workforce, despite the impending abolition of the Default Retirement Age and the fact that a third of UK workers will be aged 50+ by 2020.   This is the main finding of the Managing an Ageing Workforce report published by the Chartered Management Institute (CMI) and the Chartered Institute of Personnel and Development (CIPD).

 
Based on a survey of just over a 1000 managers, the research found that over a third (34 per cent) of respondees claim that board-level recognition of ageing workforce issues in their organisations is non-existent, despite the fact that the vast majority (93 per cent) see value in retaining the knowledge and experience of older workers. Only 11 per cent suggested older workers cost their organisation more money.
 
The report argues that the lack of board-level recognition means supportive policies are not in place and managers on the front-line do not receive adequate training or support for managing older workers. In addition, almost half of the managers are not well informed of their organisation’s retirement policies (43 per cent).
 
Respondents also claim that age discrimination still exists, with 40 per cent having experienced it at some stage in their careers. A similar number (41 per cent) state that their workplaces are not age diverse.
 
The report contains a number of recommendations designed to help employers address the challenges of managing an ageing workforce. 
 
These include:
  • ensuring that the entire senior team is aware of how an ageing workforce impacts on the available talent pool, the organisation’s approach towards recruitment and the changing legal landscape.
  •  reviewing training and development opportunities for line managers, to ensure they are up to date with changes to retirement policies and are given training to help them handle age-related issues in an appropriate manner and get the best from older staff.
Commenting on the report’s findings, Dianah Worman, CIPD’s diversity adviser, said:
“Employers will need to keep on their toes to respond appropriately to the phasing out of the DRA next year, which will have widespread implications.
 
“Clearly businesses already recognise the value of older workers, but this knowledge needs to be matched with appropriate action. We know from this latest research that managers aren’t being supported or trained appropriately in the management of older workers, for example, but it is also apparent that the needs and preferences of older workers have to be better addressed.”
 
 

 

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