In this e-learning module you will receive a brief lesson about specific issues relating to the aging workforce, followed by 5 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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Continuing to work as we age can be a complex issue. The workforce is a mix of the new and the old, new recruits and younger managerial staff with senior employees who have been giving their all for many years.
According to a 2018 labour force report, Canadians aged 55 plus accounted for 37.9 per cent of the working population so aging workers are not alone in dealing with the issue. Employers will need to retain older workers to satisfy labour needs.
People stay in the workforce for a variety of reasons – they need financial stability; they don't have a pension plan; they want to keep active; they enjoy the social interactions at work and many other factors.
There are potential issues with working into an older age. Some are real and some are myths that some people have about older workers. For a brief overview of challenges and possible responses review this Fact Sheet.
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How should an older worker struggling in their position convince a reluctant supervisor to change their duties?
Please select one of the following 5 options:
ContinueAn older worker should both explain how they can be more effective, and address any concerns their supervisor may have.
The older pool of workers has been around for many years, which means they have seen a lot and have useful experience.
Your employer likely values that and will want to help you stay at work and continue to contribute. It's far more cost-effective for companies to look for solutions to retain talented employees and keep morale high. Your manager will most likely be eager to brainstorm ways to help address issues you identify. Bringing these issues forward can benefit the safety and health of all workers.
You will need to approach your boss and if available, human resources staff. Be prepared for a meeting with them. Try to anticipate any questions they might have. You can talk about the reasons for your request and describe how it is negatively affecting your ability to perform at your best. If there are specific issues causing excessive stress these should be shared with management and safety and health staff.
Come prepared with some potential solutions. For example, you can offer to work on projects with younger staff. This benefits inexperienced workers and engages older workers.
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Older workers are often seen as being out-of-touch with technology. How can they resolve this?
Please select one of the following 4 options:
ContinueIt should never be assumed that because a worker is older that they are out of touch with technology
Assess any areas where lack of skill is apparent and ask for training and support to improve these skills. While some older workers may take longer to learn these skills, it is very possible to do so. Some research shows that older workers may not be as quick in learning new technology skills as younger people, but their commitment and willingness to learn make up for this.
Often, the image of an older worker combines both positive and negative stereotypes. For example, older workers have been described both as "friendly" but resistant to change or lacking adaptability. Individual level stereotypes also include assumptions about older workers’ health and work-life balance. Perceptions at the organizational level may support the myth that older workers are costly to employ and train, and are unfit for promotion. While not true given the current demographics, there are broad assumptions that more older workers and delayed retirement will mean fewer opportunities for younger workers to enter the workforce. Retirement age norms may also contribute to perceptions that adults should exit the labour force at a certain age.
These myths and assumptions need to be addressed in the workplace with education programs and workplace policies. The first step to have an employer address an issue is to make them aware of it. If as a worker, you find this kind of thinking prevalent you can approach your manager, union if you have one and/or your human resource professional to help design programs to assist in dispelling these myths.
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What should a worker whose attendance and/or performance is being affected by an undisclosed medical condition do?
Please select one of the following 4 options:
ContinueHaving your employer understand your situation is important.
However, you do not need to tell them what specific medical condition you have. It is against the law for an employer to force you to disclose a specific medical condition. However, an employer has the right to expect you to be able to come to work regularly and to perform your work.
It is advisable to have a discussion with your human resources professional or, if you don’t have one, with your supervisor. In this conversation you can outline the issues you might have due to a medical condition. This most likely will require a note from your doctor. Your doctor can specify what your limitations might be. This will give your employer a good idea of what they can do to help you through the period of time needed.
Different programs and conditions for different workers may be needed to meet the needs of any employee, not just one that is older. A well-designed workplace will benefit everyone. Workstations and job tasks that are matched to the needs of the individual employee are always best.
ContinueAs people age there are changes to physical attributes such as hearing loss and decreased flexibility along with other chronic health issues.
Before you have your meeting, come prepared with a few ideas that would help you at work and benefit your employer by keeping you at work as much as possible. Some older employees may need flexible hours or a shorter workweek. Having your employer understand your situation is important to be able to use your skills according to your ability. Be willing to be as flexible as you can.
Remember, your talents and skills are likely very important to your employer.
Bottom line – you don’t need to disclose a specific medical condition but it is helpful for both you and your employer to identify the issues and discuss options to address them. Communication is key.
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What can an older worker injured on the job expect when participating in a return to work program?
Please select one of the following 2 options:
ContinueA participating worker can expect to be placed in a job that is modified for their needs.
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. The goal is to facilitate a safe and timely return to work, prevent further injuries and optimize your recovery.
The program will help you:
The decision to return to work is determined with a great deal of input from your doctor. It is important for you to understand why they feel you can return as well as any limitations they are suggesting.
You should always discuss any concerns you have with your doctor and your WCB Case Manager but it is usually best for workers to return to work as soon as possible after an injury as it helps with your recovery and a return to normal life.
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Being unable to recover from an injury is a concern for many aging workers, what can be done to keep them safe?
Please select one of the following 4 options:
ContinueAlthough older workers still have fewer injuries than their younger counterparts, this does appear to be changing.
Aging workers are starting to report higher injury rates only in recent years. All age groups have seen a significant decrease in injuries and illness from 2011 to 2020 except those aged 55+ where it has increased by 21% in the same time period. Many of these are from chronic exposures such as chemicals and asbestos supporting the need for early intervention strategies to avoid such chronic exposures. Generally, aging workers are at higher risk of falls and for specific types of injuries, including fractures and hip injury as well as strain and sprain type injuries.
ContinueIn Manitoba, safety and health is governed through The Workplace Safety and Health Act and a number of specific Regulations. There are a number of things employers must do to keep everyone safe and healthy in the workplace. In addition to managing all hazards in the workplace, there are some specific things employers can do to prevent injury and illness among their older workers.
This might be things like:
Remember, under the law, workers also have responsibilities for keeping a workplace safe and healthy.
Some suggestions might be:
You can learn more about some of the issues and solutions that might benefit you. The ideas might also help you to suggest improvements to your safety and health committee or representative, your supervisor and through your union if you have one.
Remember, reporting any concerns is critical to prevention.
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