Comments on: Employing older workers: is someone in their 50s really considered ‘old’? https://www.hrmonline.com.au/mature-age-workers/employing-older-workers/ Your HR news site Tue, 27 Apr 2021 00:34:42 +0000 hourly 1 https://wordpress.org/?v=6.5.5 By: Catherine https://www.hrmonline.com.au/mature-age-workers/employing-older-workers/comment-page-2/#comment-119807 Tue, 27 Apr 2021 00:34:42 +0000 https://www.hrmonline.com.au/?p=11438#comment-119807 “Regrettably, however, close to 70 per cent of organisations do not offer line management training on how to manage different generations.”

I am perplexed as to how reinforcing stereotypes based on Generation Theory, can do anything other than perpetuated age discrimination. Generation Theory tells us that a person’s entire attitude to work and life is based on their year of birth. This is no more relevant than training people in Astrology so they can identify their attitudes based on their date of birth.

Gross generations based on age will do nothing to improve ageism. Training managers on how to recognise and challenge their own unconscious bias is a much more effective way to reduce ageism (and every other “ism”).

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By: Max Underhill https://www.hrmonline.com.au/mature-age-workers/employing-older-workers/#comment-119805 Mon, 26 Apr 2021 00:26:40 +0000 https://www.hrmonline.com.au/?p=11438#comment-119805 In reply to Colin.

Competence is the knowledge applied so being workforce either applying knowledge or working with others demonstrating good or sometimes poor application is valuable experience.
An example: watching our PM in difficult circumstances often is a great demonstration of poor leadership or understanding of the basic competency continuum involved with leadership.

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By: Max Underhill https://www.hrmonline.com.au/mature-age-workers/employing-older-workers/#comment-119803 Sun, 25 Apr 2021 22:34:52 +0000 https://www.hrmonline.com.au/?p=11438#comment-119803 In reply to Jimmy.

Identifying Competence gap is as important if not more important if we apply quotas. A large retailer found this last year and the appointed (quota driven) person into a senior position who was 5th on the recommendation list. Appointed with “fully competent” salary and no development program. Surprise surprise didn’t survive 12 months. Set up to fail- lose lose situation and this recruitment was managed by large accounting firm.
Gap identification and development plans are absolutely necessary if working with Quotas.
PS there is a also very large law suite from 3 of the 4 that missed (over $15 million)

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By: Gai Reddin https://www.hrmonline.com.au/mature-age-workers/employing-older-workers/comment-page-2/#comment-119802 Sun, 25 Apr 2021 21:06:02 +0000 https://www.hrmonline.com.au/?p=11438#comment-119802 Thanks for prioritising the issues that stop older workers from gaining, contributing to and being successful in employment at their appropriate level of experience! I know of many who are struggling to continue to find work to ensure they have sufficient financial freedom when approaching retirement by continuing to be employed between 50 to 65! This will become a problem for Government down the track and must be addressed as they need to set the standard that the corporate world should follow!
Gai Reddin

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By: Louise https://www.hrmonline.com.au/mature-age-workers/employing-older-workers/comment-page-2/#comment-119793 Thu, 22 Apr 2021 11:41:24 +0000 https://www.hrmonline.com.au/?p=11438#comment-119793 In a larger organisation I worked in we had some young managers (aged around 30 – 45) and although they’d interview older applicants they’d always select a younger applicant (younger than them) as the successful applicant, saying that the older applicant wouldn’t fit in with the younger workforce. It was very annoying and you couldn’t reason with them.

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By: Linda https://www.hrmonline.com.au/mature-age-workers/employing-older-workers/comment-page-2/#comment-119791 Thu, 22 Apr 2021 08:27:28 +0000 https://www.hrmonline.com.au/?p=11438#comment-119791 I’ve long been an advocate for quota’s as I feel this is the only way for minority groups to get a leg up. Without this support, we will continue to talk about the inequities of ageism, discrimination, intolerances for specific groups for decades to come! And for HR professionals who feel that articles like this one is preaching to the converted, I encourage you to conduct an age/gender/diversity analysis of the people you have hired under your watch over the past 12 months, and see if you are part of the program.

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By: Ann Wilson https://www.hrmonline.com.au/mature-age-workers/employing-older-workers/comment-page-2/#comment-119790 Thu, 22 Apr 2021 01:54:11 +0000 https://www.hrmonline.com.au/?p=11438#comment-119790 I left the PS aged 56 years in 2000 with a voluntary redundancy and soon discovered that self employment was the only answer with my background in management, training and counselling. In 2021 I am still working part time in my own business aged 81 years where my psychology qualification is the keystone.

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By: Jimmy https://www.hrmonline.com.au/mature-age-workers/employing-older-workers/#comment-119789 Thu, 22 Apr 2021 01:10:54 +0000 https://www.hrmonline.com.au/?p=11438#comment-119789 In reply to Max Underhill.

Dear Max – your experience is certainly valuable. But we’re having these conversations for the same reason that modern quotas exist. Because it’s not about competence in the current climate – it’s about something else.

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By: Koni https://www.hrmonline.com.au/mature-age-workers/employing-older-workers/#comment-119788 Wed, 21 Apr 2021 23:51:03 +0000 https://www.hrmonline.com.au/?p=11438#comment-119788 Why do we think it’s OK to make assumptions about a cohort of people’s health, fitness and motivation based purely on their age? Let’s look at each individual and assess them about whether they can meet the inherent requirements of the role. There are very fit and healthy 60 year old and there are also very unfit 20 year olds! Same goes with ability to use technology, be adaptable and all the other commonly held biases about age. Whilst I’m speaking of biases, please don’t assume that working in a not for profit is somehow easier, involves less hours or is not a real job as quoted above – you will be in for a very rude shock!

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By: Max Underhill https://www.hrmonline.com.au/mature-age-workers/employing-older-workers/#comment-119787 Wed, 21 Apr 2021 22:31:08 +0000 https://www.hrmonline.com.au/?p=11438#comment-119787 The International Labour Organisation Convention 111 “outlawed” discrimination in 1958 and that included age. Yes it took Australia to 1975 to ratify this and equal remuneration (C100) so why are we still using discriminating criteria in position descriptions like say 5 years experience. Or a non regulatory qualification. Competence can be demonstrated. Positions/demonstrated competence can be qualified so why are we still having these conversations?

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