Age management today is one of the most important challenges on the labor market – not because it falls out, but because demographics leave no choice. Already people aged 60+ constitute almost a quarter of the Polish population, and according to the CSO data by 2060 they will constitute over 40 percent. society. Without the activation of this group, the labor market will not be able to balance.
The study published by the Oxford University Press in the Innovation in Agging journal gave grounds to develop WAFM-Workplace Age-Friendliness Measure, i.e. the indicator measuring the friendliness of organization towards the elderly. A team of researchers from the University of Hajf has identified four main dimensions that build a friendly workplace: a culture of respect for older employees, the opportunity to develop and learn, care for health and well -being, and flexibility of employment. These are not accessories – these conditions are necessary for companies to stop competences that they are unable to educate themselves.
Silversi has the competences of the future
Both experts of the University of Oxford and participants of the debate “Work for seniors. Can employers use the potential of older employees?”, Which took place on April 10 in the Ombudsman's office, emphasize that 50+ people are those who should pay attention to the employer.
They are equipped in Competences of the future – those that modern companies really need: communication skills, stability, responsibility and ability to cope in difficult conditions. They introduce peace, order and contextual knowledge to the teams – resulting from experience, not from theoretical training.
Michał Modro, who was present at the RPO office at the RPO office, and a member of the Business Center Club, emphasized that there are research that clearly shows that older employees show higher cognitive abilities than employees aged 18-24 and comparable to employees up to the age of 50. What's more, their conflict resolution skills and adaptation to change They are at a much higher level than their younger colleagues. The question is not “Is it worth hiring the elderly?”, But “how to do it well?”
Pillars of a friendly workplace
The answer brings, among others The WAFM index mentioned, but also companies' internships and expert indications collected during the debate in the RPO office.
The first step is to change organizational culture. Older employees want to be like equal members of the team. They need respect, recognition and fair access to promotions.
Equally important is development. The possibility of constant learning and raising your competences, changing the position inside the company, as well as participation in intergenerational projects and engaging older employees to the role of mentors and guides for younger colleagues – these are activities that not only strengthen their motivation, but also allow the company to draw on their experience in a systemic way.
Another pillar is supporting the health and well -being of older employees – understood not only as an ergonomic workplace, but also access to prevention and psychological support.
Flexibility is also important. As emphasized by Iwona Sikorska from Employers of the Republic of Poland, flexibility is the foundation of an effective employment policy of older employees. It is not only about flexible working time, but also the possibility of adapting duties, workplaces and development paths.
Specific recommendations also appear in EU documents. The authors of the EU Green Book regarding aging pay attention to the need to support both entrepreneurial competences and conditions for running their own business. It is entrepreneurship – understood as the ability to act independently and an independent form of work – can be a real path to remain professionally active for many older people.
System support is needed
More and more companies – especially large ones – are already introducing good practices: Intergenerational teams, mentoring, internal recruitment and supporting technologies. But, as the participants of the debate in the RPO office emphasized, until system solutions appear – tax, legislative, organizational solutions – the scale of changes will be too small to respond to the real demographic and competence needs of the market.
During the conference, Michał Modro announced the start of a joint project with the National Science Center: research that is to show how Polish employers deal with age management. It will include production and service companies, both from the SME sector and large organizations. The idea is to accurately diagnose what works and what requires improvement. The effect may be to create a tool that will allow you to measure and develop age -old friendliness at the system level, not just incidental.
Senior -friendly work is not a trend or a ready -to -tick off point in the ESG guidelines. This is a must – and perhaps the only strategy that will allow companies to maintain key resources on board.
