Acceptance of Extended Professional Careers
Jiving Beyond Retirement Age: A Hard Knock Life for Older Workers
By Victor Reichardt
It's all about keeping the old guns firing in politics, right? Extend those working hours past retirement age to maintain the expertise and experience of seasoned pros, that's the idea. But in reality, it's a different ball game. A closer look through the lens of B.Z. editor Victor Reichardt reveals a starker truth.
Take Bernd Kranz, for instance, a 79-year-old master mechanic, who'd rather keep his wrench spinning than pop another card in his Bingo book. Yet, instead of job offers storming his inbox, all he sees are cold, automated rejections.
Sure, employers have their justifiable reasons, but what's troubling is the message this sends to the senior workforce.
"Someone with a zeal for work, physical strength, and decades of wisdom deserves a shot. With a tidal wave of baby boomers calling it quits early, sticking around in the workforce shouldn't be a pipe dream but a realistic option for all."
The older workforce, despite their enthusiasm and encyclopedic knowledge, faces a barrage of challenges on the job market. Issues range from their own inadequate preparation to company-wide biases that jeopardize the chances of even the most seasoned job-seekers.
The Struggle at the Job Hunt
Many older workers, ironically, lack the contemporary skills and strategies needed to successfully navigate today's job market. They may be out of the loop when it comes to modern digital application systems, or need assistance leveling up their resumes and networking skills, areas that are increasingly crucial in today's job landscape[1].
On top of that, not all older workers are ready to adapt to the evolving job market trends, with as much as 65% of them having done no job search preparation in the past two years[1].
Workplace Challenges
Age discrimination is another hurdle in the path of older workers, with surveys showing that approximately 64% of workers aged 45 and over have encountered or observed age-based bias in the workplace, which negatively impacts hiring decisions, promotions, and job security[2].
Older employees are also often overlooked for learning and development opportunities, creating a workplace environment that feels isolating and disheartening. This detachment from growth, challenges, and skill development can make older workers feel less competitive in the job market[5].
Moreover, employers' biased hiring practices often favor the young guns, treating experience as a detriment rather than an asset. This ingrained bias in hiring managers keeps many older workers from securing positions that suit their skills and experience[5].
Health and Productivity Issues
Employers sometimes perceive older workers as less nimble due to the higher prevalence of chronic health conditions (like diabetes and hypertension) among older age groups. This perception can spark concerns about absenteeism and healthcare costs, putting older job-seekers at a further disadvantage[2].
The Fallout
These hurdles translate into what's been dubbed the "grey ceiling," where eager older workers face systemic barriers preventing them from claiming positions they're qualified for. Legislation is on the agenda to safeguard older workers from age-related discrimination, but deeper cultural shifts in organizations are required to fully harness the value of the aging workforce[3].
All in all, older workers grapple with insufficient job search preparation, age discrimination, sidelining from learning opportunities, biased hiring practices, and health and productivity concerns. Bridging these chasms calls for both external support for individuals navigating the job market and internal transformations in work environments to appreciate the contributions of senior employees.
The lack of contemporary skills and strategies in the older workforce can hinder their ability to succeed in today's competitive job market, making it challenging for them to navigate digital application systems and update their resumes.
Employers often overlook older workers for learning and development opportunities, creating an isolating work environment that can discourage them from competing effectively in the job market due to a lack of opportunities for skill development and growth.
