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Home > HR Gazette: The Case For Bringing Older Workers Back Into The UK Workforce
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Originally posted on HR Gazette, written by Roger Clements, Chief Growth Officer.
A recent survey by Centre for Ageing Better, as part of its Age Without Limits campaign, revealed a quarter (24 percent) of the 2,057 people polled felt hiring workers over 50 was not a smart business decision, citing concerns that older employees were slower and less adaptable. This perception is not just outdated it is detrimental to our workforce, economy, and businesses. The UK is grappling with a severe labour shortage and overlooking the experience, reliability, and resilience of older workers is a missed opportunity. We must actively challenge ageist biases and embrace the value that experienced professionals bring to the workplace.
Far from being a liability, older workers are a crucial asset. Their vast industry knowledge, strong work ethic, and problem-solving skills make them invaluable team members. Studies consistently show that multigenerational workforces improve productivity, enhance knowledge-sharing, and foster innovation. While some argue that older workers struggle with technology or adaptability, the reality is that many have successfully transitioned through multiple technological revolutions and are more than capable of learning new skills.
Read the full article on HR Gazette, written by Roger Clements, Chief Growth Officer.
The notion that hiring workers over 50 is a poor business decision is not only flawed but counterproductive. In an era where skills shortages threaten economic growth, businesses cannot afford to overlook a highly skilled and experienced segment of the workforce. By addressing ageism in recruitment, training and workplace culture we can harness the full potential of a truly diverse workforce – one that benefits individuals, businesses, and the economy as a whole.
As someone approaching this stage of my career I have a vested interest in this topic so I encourage employers to recognise the value of the older generation and provide opportunities for them to contribute – their experience and skills are far from exhausted!
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