The U.S. Department of Labor is recognizing the importance of older employees in the workforce as part of National Employ Older Workers Week, held Sept. 18-24. The occasion aims to increase awareness of these workers and encourage innovative strategies to hire and retain them.
With an economy in flux, more people ages 55 and older are working than ever before. The labor force is expected to grow by 96.5 percent among people ages 75 and older over the next decade, according to the U.S. Bureau of Labor Statistics.
But older employees continue to face age discrimination in the workplace. Some employers avoid hiring older workers, force them into early retirement, and reduce or deny certain benefits due to their age. These are all unlawful actions.
We've gathered articles on the news from SHRM Online and other media outlets.
Here's What an Aging Workforce Means for America's Employers
The World Health Organization projects that retirement-age adults today outnumber children under the age of 5. Employees are working longer and, in some cases, well beyond the traditional age of retirement. Businesses can leverage the experience, expertise, diversity of perspective and mentorship opportunities that older staff offer.
(Fortune)
Companies Renew Efforts to Retain, Hire Older Workers
Nearly 70 percent of the 5 million people who left the labor force during the pandemic are older than 55. Many older workers cited health and safety reasons, the demands of their jobs, subsequent burnout, and personal priorities for their resignations. But companies are striving to lure these workers back.
All About Age Discrimination at Work and Why Successful Lawsuits Are Rare
Discrimination against workers based on their age is illegal in many countries. Yet legal experts say ageism is widespread, particularly in the technology and finance industries. Like any other discrimination case, ageism lawsuits can be challenging to win.
Menopause: What Employers Need to Know
In the U.S., about 27 million people, or 20 percent of the workforce, experience menopause. Yet menopause is seldom discussed or supported in the workplace due to various stigmas associated with the condition. Companies play a vital role in reducing these stigmas and supporting workers who deal with adverse symptoms.
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