Who's Decided to Retire
Are HR professionals capable of dealing with the myriad of age discrimination issues ahead of them in the coming years?
This year; baby boomers – approximately 75 million people born between 1946 and 1964 – began to turn 60. Don’t expect most of them to retire right away, however. According to AARP, 68 percent of workers between the ages of 50 and 70 plan to work during retirement or forgo retirement altogether.
According to an article in HR Magazine by Jonathan A. Segal, “Time is on Their Side”: " For employers, a graying workforce creates both opportunity and potential liability. Opportunity lies in using older workers’ skills to fill gaps occasioned by the declining birth rate. But liability will arise if your organization improperly excludes, marginalizes or tosses aside older workers. They will fight back, and they will find strong allies in juries."
When you couple the aging of the baby boomers with the relatively low birth rate, you see that the workforce as a whole will continue to age. Aging is universal; we cannot say that about any other protected group.
Historically, have we been too focused on simply looking for ways to exit our aging workers from our businesses? If so do you really think your business is as protected as it needs to be from potential litigation? Should we instead be looking at opportunities to more fully utilize our aging workers and their experience? As you look at your company, what have been the HR practices relative to the older worker?
Read the entire article Time Is on Their Side by Jonathan A. Segal as posted @ SHRMOnline
Posted by Pam De Leest, Senior Consultant, The H. S. Group
This year; baby boomers – approximately 75 million people born between 1946 and 1964 – began to turn 60. Don’t expect most of them to retire right away, however. According to AARP, 68 percent of workers between the ages of 50 and 70 plan to work during retirement or forgo retirement altogether.
According to an article in HR Magazine by Jonathan A. Segal, “Time is on Their Side”: " For employers, a graying workforce creates both opportunity and potential liability. Opportunity lies in using older workers’ skills to fill gaps occasioned by the declining birth rate. But liability will arise if your organization improperly excludes, marginalizes or tosses aside older workers. They will fight back, and they will find strong allies in juries."
When you couple the aging of the baby boomers with the relatively low birth rate, you see that the workforce as a whole will continue to age. Aging is universal; we cannot say that about any other protected group.
Historically, have we been too focused on simply looking for ways to exit our aging workers from our businesses? If so do you really think your business is as protected as it needs to be from potential litigation? Should we instead be looking at opportunities to more fully utilize our aging workers and their experience? As you look at your company, what have been the HR practices relative to the older worker?
Read the entire article Time Is on Their Side by Jonathan A. Segal as posted @ SHRMOnline
Posted by Pam De Leest, Senior Consultant, The H. S. Group
posted by The H.S. Group at
2:23 PM
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