Australians are working longer. In January 2018, approximately 13% of the workforce was aged over 65, compared to just 8% in 2006.
As workers age, there are a number of factors that need to be taken into consideration and managed within a workplace.
What are the risks?
Naturally with an increase in age, there are a number of physiological and psychological changes that need to be taken into consideration.
Some of these include:
- Decreased mobility
- Decrease in strength
- Increased risk of falling
- Slower rehabilitation from injury
- Higher work-related stress
Barriers to recovery
As a person ages, their ability to recover and return to their full duties may be complicated by other health concerns. These barriers do not mean that an individual cannot recover from an injury, just that it may take longer.
There can be many benefits to an ageing workforce, including an increase in knowledge and experience in the field.
Age discrimination (and how to avoid it)
Age discrimination directly occurs when someone is treated less favourably because of their age, when someone from a different age group would be treated differently in the same situation. It can also indirectly occur when there is a rule or policy in a workplace which may have an unfair effect on a particular age group.
There can be many benefits to an ageing workforce including an increase in knowledge and experience in the field. To avoid age discrimination in your workplace, identify and address any policies that may contain discrimination towards a particular age group as well as aim to remove any bias from the hiring process to ensure it is fair and equitable.
How to help your ageing workforce work safely
There are a number of ways in which you can help your ageing workforce
- Proactively consult with older workers about their needs. This may include surveys or discussions between managers and staff
- Build a workplace culture that values diversity
- Provide workers with the necessary information, support and flexibility to continue working. This may include more daytime shifts rather than night or shifts shorter in duration
- Allowing workers to have more control over the method and timing of their work as it has been shown to reduce levels of anxiety and depression and increase levels of job satisfaction.
By having an onsite healthcare provider, you can regularly check in with workers in these age brackets and provide early intervention injury management as well as tailored strengthening programs if needed.
Effectively treating injuries
Early intervention and prevention is the key to effectively treating injuries in an ageing workforce. By having an onsite healthcare provider, you can regularly check in with workers in these age brackets and provide early intervention injury management as well as tailored strengthening programs if needed. An onsite provider can regularly assess the tasks being completed by these workers and can provide individual feedback and changes that can be made to reduce the risk of injury.
For further information or advice about how to manage an ageing workforce in your workplace, contact Work Healthy Australia.