Employment experts urge older workers to ‘kick up a stink’ for a payrise or risk being overlooked

Employment experts say it’s time for older workers to be brave and speak up about wanting a higher salary and skills development or they risk being overlooked for younger colleagues.

New research has confirmed what older workers have long suspected – their younger colleagues are getting a far better deal when it comes to pay and upskilling initiatives.

But, rather than blame discrimination, experts believe the discrepancy is due to the failure of older workers to stand up for themselves and get the recognition they deserve.

“A lot of people over 45 are frightened to kick up a stink – they will keep whingeing (about their work situation) but they will still stay (with their employer rather than quit),’’ says career strategist Sue Parker.

“If you are not getting paid what you are worth, if you are not getting the development that’s required, you have to take some tough actions.

“Are you looking for a new role (with better pay and conditions) at the moment? Or are you just hoping the fairy godmother is going to wave her wand and everything will be OK?’’

DON’T ASK, DON’T GET

The research, by recruiter Randstad, reveals twice as many Generation Z and Millennial workers benefited from upskilling last year as their Generation X and Baby Boomer counterparts.

More than a third of younger workers also received a pay rise, compared to just a quarter of employees aged 45 years or older. The preparedness of young workers to quit if they don’t get what they ask for is the key reason why they get a better deal than older workers, says Parker, the founder of DARE Group Australia.

Sue Parker from Dare Group Australia.

To enjoy similar spoils, older workers must not only demand better conditions, but be willing to look elsewhere if the company does not oblige, Parker says.

“Put your money where your mouth is,’’ she says.

“Have the courage and confidence in your ability to say, ‘Hey, there is a consequence to this. If this doesn’t change by a certain date then I will have to resign’ – and then resign if it doesn’t happen.”

RESPECT

Public servant Carol Adler, 70, is fortunate not to have missed out on the pay and training initiatives denied to others her age, having successfully negotiated her own work terms. “But I’m sure that there’s a lot of it (work inequality) going on – I’ve seen it so it certainly does happen,” says Adler, an administration co-ordinator.

Public servant Carol Adler, 70, has not missed out on pay and training initiatives denied to others her age, having successfully negotiated her own work terms.

“Some people may feel that if they don’t put up with it they will lose their job and not get another job because of their age.

“But mature workers have better life understanding to be able to deal with people and issues (at work) and that should be respected – you need to respect your colleagues, no matter how old they may be.’’

FEELING RESENTFUL

Randstad NSW director Jo Jakobs says older workers are a valuable talent resource and warns inequity across generations will lead to friction in the workplace.

“(Older workers) might be feeling resentful that young ‘Betty Boo’ has been able to negotiate some amazing work hours, for example, but they are not allowed to have that,” she says.

She says while employers must treat all workers fairly, older employees also have an obligation to press their case.

In negotiating for better pay and conditions, Jakobs suggests older workers focus on the effort and outcomes they bring to the role, their market worth and their desire to remain with their present employer, albeit in improved circumstances.

Upskilling is important for older employees and they should be asking for development opportunities.

“I’m not sure you would say: ‘I have got so much more experience than the little junior that you have just hired with a sign-on bonus,’’ she says.

“But older workers do need to summon all of their courage and say: ‘Do you know what I’m capable of because I think you are under-utilising me’.’’

STATE OF PLAY

I’ve received an increase in my remuneration in the past 12 months (pay rise, bonus):

18-24 years: 30%

25-34 years: 42%

35-44 years: 37%

45-54 years: 26%

55-67 years: 27%

I have received increased benefits in the past 12 months (leave, healthcare, car etc):

18-24 years: 39%

25-34 years: 19%

35-44 years: 18%

45-54 years: 9%

55-67 years: 4%

I have received increased training or development opportunities in the past 12 months:

18-24 years: 36%

25-34 years: 27%

35-44 years: 23%

45-54 years: 17%

55-67 years: 11%

Source: Randstad