In this e-learning module you will receive a brief lesson about specific issues relating to the aging workforce, followed by 6 multiple choice questions. Each question has 1 correct answer that will provide further support information and additional resources that you can choose to review.
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Manitoba's workforce is aging and will continue to do so over the next many years. Employers will struggle to sustain their workforce and will be looking to human resources professionals to find staff. One way will be to retain the older workers that you already have by keeping them safe and healthy and by providing a workplace that is more suited to their needs and lifestyles. Employers will likely be looking to human resources staff to find solutions.
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How significant are the differences between how the generations work?
Please select one of the following 3 options:
ContinueThere can be differences in how people of different ages work and how they see each other.
As time goes on there will be good reasons to attract and retain workers of all ages; partly due to necessity and partly because there are many benefits to it. However, there can be issues with this age diversity as well. Problems in managing generational gaps in the workplace can arise from misunderstanding.
Each generation can have its own preferences and expectations when it comes to completing job responsibilities. For instance, Gen Xers, baby boomers, and members of the “silent generation” may be more deferential to authority than their later-born counterparts. They may also put more stock in loyalty to a specific company.
ContinueAlso, since each generation can have a different preferred communication method, the potential exists for information to be missed by certain employees who are not as reliant on technology. The manner in which training is provided might be a consideration; differing learning styles may be a factor in different age groups. There may be negative impacts on safety and health if training is not well understood.
Including a range of ages in your staff adds value to the organization. Younger employees are accustomed to rapidly developing technology and adapting to the changes it drives. In like manner, more mature employees have knowledge from the duration of their experience that can guide decision-making. The collaboration of fresh innovation with wisdom from the experience brings increased productivity.
ContinueThe following are some of the significant benefits of a multigenerational workforce:
There are significant benefits to accommodating the differing styles and wants of the different generations. Providing education to management and staff about generational differences would be helpful. And assisting supervisors to understand differences and how to manage them would also be a benefit to everyone.
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What can be done to promote a safe work environment when employers are reluctant to accommodate older workers for fear of being accused of discrimination?
Please select one of the following 4 options:
ContinueAdvise employers on the laws regarding discrimination, and educate them on the benefits of keeping workers safe.
Clearing up myths concerning older workers might be a good start.
Myth: Older workers are more likely to have work-related injuries.
Fact: Older workers suffer fewer job-related injuries than that of other work groups.
Myth: Older workers are more likely to suffer from illness and are more often absent or late for work.
Fact: Studies show older workers have lower absenteeism and tend to be more reliable than younger workers.
Providing advice to employers about the laws around safety and health, accommodation and discrimination may also help clarify what can be done. It is important to clarify the difference between addressing job performance and discrimination.
There are several laws that could be applied to address issues faced by older workers such as discrimination based on age or gender, safety and health and duty to accommodate. It should be noted that these laws apply to ALL workers but can be used to demonstrate to employers how they might apply to an aging workforce.
ContinueSafety and health laws apply equally to all such as the Workplace Safety and Health Act in Manitoba. Under the Manitoba Workplace Safety and Health Act, employers have primary responsibility for ensuring a safe and healthy workplace, and can face penalties and fines for putting the health and safety of workers at risk. The law focuses first and foremost on the employer’s responsibility to eliminate workplace hazards.
Age does not dictate which safety and health requirements apply. But there may be some areas that put older workers at more risk. For example, as we age our vison tends to decline and more lighting is necessary to manage risks. Good ergonomics are good for everyone but can benefit older workers in particular in preventing musculoskeletal injuries. This might include such things as mechanical lifts for heavy jobs.
ContinueHuman rights laws prohibit discrimination based on a number of things including age. Manitoba's Human Rights Code would prevent employers from singling out older workers if they were concerned about their ability to do the work. If a concern exists, employers must apply and address this concern across all workers, not just the specific individuals. It does not mean that managers cannot address issues, just that they need to be applied equally. If performance is an issue, the usual steps to resolve it must be undertaken. It should be noted that Manitoba has no mandatory retirement age. And workers compensation coverage is available for a worker past what might normally be considered "retirement age".
ContinueDuty to accommodate can be explained as "the responsibility to address and remove unreasonable burdens or barriers based on a protected characteristic that limit access to opportunities and benefits available to others." Age is one of the protected characteristics in the MB Human Rights Code.
Examples of reasonable accommodations include making existing facilities accessible; job restructuring; part-time or modified work schedules; acquiring or modifying equipment; changing tests, training materials, or policies; providing qualified readers or interpreters; and reassignment to a vacant position.
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Some employers think older workers are injured too often. What can be done to change this mindset?
Please select one of the following 4 options:
ContinueEducation is critical.
Educating the entire workforce about the safety and health needs of older workers is critical in managing risks to older workers. Some key areas to address might be found in the following.
Older workers generally are safer workers. They are less likely to engage in risky behaviors than their younger counterparts. They also have years of accumulated job knowledge and work experience that translate into an understanding of workplace hazards and common hazard controls.
Older workers are injured less frequently. However, when injuries or illnesses do occur on the job, they can be more severe. Normal age-related changes can result in diminished physical, sensory, or cognitive capabilities.
ContinueChronic illnesses in older workers – asthma, depression, and diabetes – can also be complicating factors, affecting the severity of workplace injuries or illnesses. Managing an aging workforce requires both an appreciation of the changes that occur with age and employing proven methods to reduce the injury risk that can result.
For example, the effects of a musculoskeletal disorder (MSD) or musculoskeletal injury (MSI) on older workers may be more extreme than on younger workers. In fact, Mine Safety and Health Administration (MSHA) data indicate the percentage of MSIs and number of days away from work per injury increase when workers are over the age of 30.
Protecting older workers' safety and health requires matching job demands to worker capabilities. Reducing or eliminating risk factors such as awkward or static postures, heavy lifting, repetitive movements, and vibration can prevent MSDs for older and younger workers alike. A well planned return to work program for any injury can also be helpful.
Age can also be a factor in transportation incidents. While the rate of involvement in fatal crashes decreases with age in the general population, death rates for work-related roadway crashes increase steadily beginning around age 55. Changes due to normal aging can affect an older person's ability to drive. Changes may include diminished vision, including reduced night vision and intolerance of glare; slower reaction times; declines in cognitive functioning; and decreasing muscle strength and range of motion. This may be an area where accommodation is required.
ContinueConsideration should also be given to older women in the workforce. Some unique issues they face might be:
Reinforcing the value of your older workforce, working with others in your workplace and proposing solutions will benefit everyone in the workplace.
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What advice can you give managers and supervisors about older workers who seem unsafe to do their job or can’t do it as a result of an injury?
Please select one of the following 4 options:
ContinueThere are a number of options to address the issue of performance in a job.
First, it is important to identify what the specific issues are, like any performance issue. Once identified there might be a few options available. It is important to remind supervisors that they must look at “reasonable accommodation” before firing a worker. As noted earlier, the Human Rights Code requires accommodation to the point of undue hardship. While this can be easier in larger companies that smaller ones where there aren’t as many options, it must be considered and is often in the employer’s interest to try to keep experienced workers.
Encourage your supervisors to look at the job as a whole and split it apart into the main pieces. Is there part of this job that could be done along with another employee? Are there parts of two jobs that could be combined?
Often there are other roles the employee may be able to fill. Looking at supervisory positions and mentoring opportunities may be options to consider.
ContinueIt is useful to consider the value of a "return-to work" program and develop a company policy on this issue. If this was a work-related injury, discussions with the WCB and the workers case manager will be helpful. But the same principles apply if it was an injury off the job that will require restrictions. A Return-to-Work Program is a proactive approach to helping injured workers stay at work or return to safe and suitable employment as soon as health permits following a workplace injury. Such a program provides modified or accommodated duties and/or graduated work schedules as needed to help injured workers come back to work while they are recovering from their injury or illness.
Once the worker’s doctor has indicated they may return to work it is acceptable to ask for the doctor’s opinion on physical capabilities. Depending on the job, this might mean asking the worker to have the doctor advise them on any restrictions, e.g. how much weight they can lift, how many hours can they work in a day, etc. Supervisors should be reminded they cannot ask for specific medical information, only information that addresses what a worker can and cannot do. Once again, determining all the parts to a job will help determine what a worker can safely do
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To what age can people work and is there a specific age that staff must retire?
Please select one of the following 3 options:
ContinueThere is no mandatory retirement age in Manitoba.
There is no mandatory retirement age in Manitoba. And compensation coverage is not dependent upon age. In fact, in Manitoba asking a person to retire at a certain age is considered discriminatory under the Human Rights Code. So if someone wishes to keep working that’s good for the company to retain staff and expertise.
However, while they may wish to continue working, and you want them to, they may feel their health doesn't allow them to safely work full time. As an employer you can do a number of things to ensure a healthy and safe working environment and among them, you may wish to offer part time work to encourage them to stay. But they may worry about the effect on their pension, CPP, benefits, etc. Human Resources can provide support material to assist in decision making.
Some common questions might be:
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For example, understanding the difference between a defined contribution pension plan and defined benefit pension plan. What you have will depend on your company and information can be sought from your pension provider.
Other basic information might be helpful for HR to learn and understand, for example how does CPP work if still working. It would be helpful to encourage your workers to stay if they knew people can still work if they are receiving a CPP retirement pension, without reducing the pension amount. If they work while receiving CPP and are under age 70, they can still make CPP contributions. Each year they contribute to the CPP will result in a post-retirement benefit. Workers can choose to stop post-retirement contributions when they reach age 65. CPP contributions will stop at 70 years of age, even if still working.
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Can you help workers become more involved in aging well amidst the negative feedback they may experience?
Please select one of the following 2 options:
ContinueProvide aging workers with resources that promote better health.
It is in everyone’s best interest to have older workers that lead a well-balanced life, including a healthier lifestyle that can include participating in wellness programs, addressing their personal health issues and even participating in recreational activities. Healthy, happier workers are more likely to stay engaged and help boost morale. Workers that are fit and manage their chronic health issues will likely experience fewer workplace injuries and illnesses. This will continue to grow in importance as employers begin to face labour shortages.
In our culture ageism is a common perspective at almost any age, including older people themselves. It is learned at an early age and thus can be difficult to change. However, you may be able to help your older workers to age well, to live a more positive and productive life. Discussing concerns with them can help identify where to start. You can then begin by offering resources to look at such things as health and wellness programs, addressing health issues and financial matters, social programs, learning opportunities, hobbies, etc.
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Stereotypical attitudes like ageism can affect the psychological health of older workers as well. This can result in unhappy, less productive workers and the departure of a valuable part of the workforce. A healthy workplace is not only a requirement under safety and health law, it benefits employers greatly when workers are happy and cohesive, resulting in greater productivity, better retention and fewer injuries. The Mental Health Commission of Canada recently introduced a national standard for psychological health and safety (link below) in the workplace that would not only help address issues of ageism but would benefit all workers.
ContinueEducating workers about the benefits of health and wellness programs and encouraging them to take an active role in their personal health will support their continued participation in the workplace.
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