Learning from the most experienced — our older workers

AS the new year starts and graduates flood the employment market looking for their first job, we need to stop and consider that it isn’t just the young who are struggling to find meaningful roles.

CEO of Business SA Nigel McBride. Pic: Tricia Watkinson.

AS the new year starts and graduates flood the employment market looking for their first job, we need to stop and consider that it isn’t just the young who are struggling to find meaningful roles.

Each year in Australia, thousands of older workers lose their jobs in corporate restructures, cost-cutting exercises and separation packages as firms often put their faith in young staff thirsty to learn on lower salaries who are seen as more tech-savvy.

Giving jobs to bright young graduates is essential but, as older people leave the workforce, they take decades of experience with them.

For many older workers, it can be disheartening to be turned away at job interviews because they are aged over 50, and it’s even tougher when they’ve crossed the 60 threshold. This is despite being very qualified for many roles that they seek, often only to be dismissed as being “over-qualified.”

Many are looking to step back from full-time work but remain in the workforce, and jobs with part-time hours can be difficult to obtain at any age, let alone north of what’s deemed middle-aged.

And they don’t want to fade into boredom or workforce obscurity when they have a wealth of experience to share.

In South Australia, we have an ageing population, and unless we recognise the needs of older workers to stay active, mentally engaged and working, we’re going to create an even larger class of retirees who could potentially add to the heavily-burdened welfare sector.

Age Discrimination Commissioner Susan Ryan has in the past called for national campaigns to dispel myths and stereotypes around older people, along with national action plans to address employment discrimination and lift the labour force participation of older people.

Along with voluntary mentoring, several businesses nationally have introduced reverse-mentoring paid job schemes, where older workers are specifically employed to work with younger staff to impart knowledge, train them, and offer insights gained through personal experience.

This crashes through several stereotypical barriers and allows older workers to feel valued for their years of experience while bridging generational gaps.

Mentoring works both ways too – young people can teach their mentors about technology and social media.

Business SA recognises the value of wisdom that comes with age, by actively recruiting mentors to impart their decades of experience with young entrepreneurs in our South Australian Youth Entrepreneur Scheme (SAYES) and Encore Programs.

Our SAYES program for budding business owners aged 18 to 35 recognises the roles older mentors play, along with our Encore program for entrepreneurs aged 36 and above.

Our mentors feel valued and contribute towards helping grow the economy through their guidance in the small business sector.

With more people over 40 than ever before looking to start a small enterprise, Encore also supports older entrepreneurs build new businesses and create jobs.

We encourage all employers to consider the value, both personal and economic, an older worker can bring, even if it is in a part-time or flexible role, or as a mentor.

Nigel McBride is chief executive of Business SA.