Demographic changes mean that there are many more older age workers in Britain than prior to the 2020s. The number of people aged 65 and over is expected to rise by 2.5 million between 2020 and 2030.

A study by global workplace leader, Unispace – Creating a Multigenerational Workplace – has found that despite the increasing percentage of more mature professionals in the workforce, this demographic does not feel engaged by today’s office environments.

If employers are to offer older employees a workplace that is both attractive and safe, there are numerous considerations. Managing an older workforce requires a thoughtful and inclusive approach to address the unique needs and considerations of older employees.

Here are some key factors that employers should consider:

Diversity and inclusion

• Recognise the value of a diverse workforce, including different age groups.
• Foster an inclusive culture that values contributions from employees of all ages.

Flexible work arrangements

• Consider offering flexible work hours or remote work options to accommodate the needs of older workers.
• Implement part-time or phased retirement programmes to allow for a smoother transition into retirement.

Training and development

• Provide opportunities for ongoing training and development to keep skills current.
• Encourage mentorship programmes to facilitate knowledge transfer between experienced and younger employees.

Health and wellness

• Offer wellness programmes that address the unique health concerns of older workers.
• Consider ergonomic adjustments in the workplace to accommodate potential physical limitations.

Age-neutral policies

• Ensure that policies and practices are age-neutral and do not discriminate against older employees.
• Avoid making assumptions about capabilities or career aspirations based on age.

Recognition and appreciation

• Acknowledge the experience and expertise of older workers.
• Implement recognition programmes that appreciate the contributions of employees at all career stages.

Succession planning

• Develop robust succession planning strategies to manage the transition of knowledge and leadership from older employees to the next generation.
• Identify and groom potential leaders within the organisation.

Communication

• Foster open communication channels to address concerns and preferences.
• Be transparent about the organisation's commitment to an inclusive workplace for employees of all ages.

Healthcare benefits

• Provide comprehensive healthcare benefits that cater to the health needs of older workers, including preventive care and wellness programmes.

Age sensitivity training

• Conduct training for managers and employees to raise awareness about age-related biases and stereotypes.
• Promote a culture of respect and understanding among employees of different age groups.

Flexible retirement options

• Offer flexible retirement options, allowing employees to transition gradually into retirement.
• Provide information and resources to help employees plan for retirement effectively.

Social engagement

• Encourage social interactions and team-building activities to foster a sense of belonging among employees of all ages.
• Consider organising events that cater to diverse interests and preferences.

By considering these factors, employers can create a work environment that supports and values the contributions of an older workforce while promoting diversity and inclusion within the organisation.

Health and safety considerations for older workers are also crucial to ensure a safe and supportive work environment. Here are some key factors employers should take into account:

Physical health

• Consider ergonomic assessments to ensure workstations are designed to accommodate any physical limitations older workers may have.
• Provide adjustable chairs, proper lighting, and other ergonomic tools to reduce the risk of musculoskeletal issues.

Workstation design

• Adapt workstations to reduce strain on vision, such as larger fonts on computer screens.
• Ensure that workspaces are organised efficiently to minimise the need for excessive bending, lifting, or reaching.

Regular health check-ups

• Encourage regular health check-ups and screenings for older workers.
• Promote preventive care and wellness programmes to maintain overall health.

Noise levels

• Assess and manage noise levels in the workplace, as hearing sensitivity may decrease with age.
• Provide hearing protection if necessary, and consider quieter work environments when possible.

Training on safe work practices

• Provide comprehensive training on safe work practices, including proper lifting techniques and awareness of potential hazards.
• Address any age-related factors that might affect an individual's ability to perform certain tasks safely.

Flexible working hours

• Consider flexible working hours to accommodate any health conditions or medical appointments that older workers may have.
• Allow breaks and rest periods to prevent fatigue and improve overall wellbeing.

Mental health

• Recognise and address mental health concerns, which may become more prevalent with age.
• Promote a positive work environment and provide resources for managing stress.

Emergency preparedness

• Ensure that emergency procedures are accessible and considerate of any mobility or sensory limitations.
• Provide training on evacuation procedures, taking into account the needs of older employees.

Personal Protective Equipment (PPE)

• Ensure that any required PPE is comfortable and appropriate for the needs of older workers.
• Regularly assess and update PPE based on individual requirements.

Fatigue management

• Implement strategies to manage fatigue, such as adjustable work hours or job rotation.
• Encourage breaks to prevent exhaustion, particularly in physically demanding roles.

Health and safety training for supervisors

• Provide training for supervisors to recognise and address age-related health and safety concerns.
• Foster an open dialogue between supervisors and workers regarding health and safety issues.

Accommodations for chronic conditions

• Be aware of common chronic health conditions associated with aging, such as arthritis or diabetes, and make accommodations as needed.
• Create a culture where employees feel comfortable discussing their health needs.

Regular communication with employees, individualised assessments, and a proactive approach to addressing health and safety concerns can help create a supportive and safe workplace for older workers. Additionally, involving older workers in the development of health and safety policies can provide valuable insights into their specific needs.