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Older Workers And Health

By: Caroline Tapp-McDougall

In the late 1980s and early 1990s, early retirement was the norm and the slogan ‘Freedom 55’ became the mantra.

How quickly times change! Now, approximately 35 per cent of Canada’s workforce is 45 and older and that number is expected to reach almost 50 per cent within a decade. T

he good news is those of us who comprise the baby boom generation do indeed have a healthier lifestyle than the generation who preceded us. In the process, we’re dispelling myths that were once associated with older workers. For instance, modern-day older workers do not miss more time from work than their younger co-workers.

Studies reviewed by the Canadian Centre for Occupational Health and Safety show, among other things, that there is no consistent relationship between aging and performance in the workplace. Where performance was unsatisfactory, it had nothing to do with age but instead with high levels of stress on the job, potentially caused by a lack of recognition from their superiors, a lack of support, or the inability to get along with other younger workers.

More Good News
More good news on the healthcare side is that workers 45 and older are less likely to have allergies, asthma, or migraines than their younger counterparts. They also tend to be more focused on learning how to manage and take charge of their health.

Nevertheless our workforce is aging and the challenge is to keep everyone healthy. After all, if employees are bringing their aching backs and high blood pressure to work with them, it’s bound to affect productivity. Check out these health stats.

• People lose 15 to 20 per cent of their strength between the ages of 20 and 60 so older employees may not be able to perform the same heavy lifting or highly repetitive motions as younger workers.
• Regulation of posture and balance decreases with age. Accidents, therefore, may happen because someone cannot be as precise, move joints at extreme angles, or work on slippery or unstable surfaces.
• Older people can’t regulate sleep as well as they used to and may be more disrupted by changing work hours or by light or noise. Older shift or night workers might need more recovery time between shifts or extended workdays.
• Changes in mental capacity or cognitive functioning may reduce ability to think as quickly and clearly as in their youth.

Yet older workers bring many positive traits to work. Their experience and wisdom often can’t be replaced, they tend to be more settled, and they are more loyal. They tend to retain more of what they’ve been taught and offer organizations lower turnover rates and more positive work values. So how do we – as employers and service providers – help to maintain, improve, and encourage health?

Good Business
Thinking about how to recruit or keep healthier, older workers on the job seems to be good business these days. Consider these suggestions to create a more risk-free and elder-friendly workplace:

• Workplace wellness: An employee who is encouraged to take an active interest in his health is shown to be more productive. On-site wellness seminars, availability of take-home or online health education materials, and coaching/counselling through EAP providers are worth their weight in gold.
• Work scheduling: Flexibility is key. With the aging population, many workers over 45 want to have the opportunity to pursue other interests or they may be caring for older relatives. Allowing employees to set their own flexible schedule might allow them the freedom to look after themselves and others and set the stage for better mental health.
• Creative retirement: Consider continued access to some form of company benefits, regardless of whether an individual works full- or part-time.
• Training: An aging mind doesn’t necessarily mean a dull mind. Retraining may be the key to improve safety, especially in areas related to transportation or equipment where accident levels are higher for those over age 55. Many older workers are as eager as their younger counterparts in learning a new skill. Some aging workers, free of financial commitments, may be willing to start a new career and be ready to undergo training to complement their hard-earned experience.
• Staying engaged: Employees nearing retirement often postpone leaving the workforce due to the physical and social benefits of being at work. For many older workers, being on the job allows them to keep active and stay social. Consider mentoring programs and roles with charitable initiatives to capture older employees’ willingness to volunteer. (Research shows that volunteering and being “active” have considerable health benefits.)

Caroline Tapp-McDougall is the publisher of Canada’s Family Guide to Home Health Care & Wellness, Solutions, and the author of The Complete Canadian Eldercare Guide.

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