Age Inclusivity: Empowering a Multigenerational Admin Profession
As the admin profession landscape evolves, terms like ‘diversity’ and ‘inclusion’ have permeated every sector and industry. Yet, as I continue to use my voice as an advocate and ambassador for this profession via Admin Avenues, I’ve observed that ageism remains a subtly pervasive form of discrimination.
Carole Easton, the Chief Executive at the Centre for Ageing Better, remarks, “Ageism is the prejudice that’s hidden in plain sight. It is often dismissed as harmless, but ageist ideas can be incredibly damaging both individually and societally.”
Ageism not only impedes personal career trajectories but also stunts business growth and innovation. Debunking stereotypes about older workers and recognising their vast untapped potential is crucial.As you know, we are launching in the UK soon so have been monitoring the data here.In the UK alone, there were 9.3 million older workers aged 50 and above in 2020. Moreover, in April 2021, about 619,000 older Australians aged 65 and over were actively employed. Many of these individuals were professionals, managers, and clerical or administrative workers. This represents a significant opportunity for employers to leverage a wealth of experience and expertise.
The Cost of Ignoring Older Workers
A Times article by Jane Hamilton highlights that failing to utilise the potential of older workers could be costing the economy £31 billion due to decreased output, lower tax revenues, and higher welfare expenditures. In a 2023 survey by the Australian HR Institute and the Australian Human Rights Commission, it was found that one in six organisations would not consider hiring people aged 65 and above, while only a quarter were open to hiring them ‘to a large extent’. This resistance to hiring older workers is short-sighted, especially as our population continues to age. Businesses that fail to adapt to this demographic shift risk falling behind.
The Strengths of Experienced Workers
In my career as an admin professional, I’ve learned that the value of experience is immeasurable. The World Economic Forum notes that individuals aged 45 and above often exhibit superior problem-solving skills compared to their younger counterparts. Take “Sarah”, for example, an Executive Assistant with over 30 years of experience. She has adapted to evolving technologies, managed high-pressure situations, and streamlined processes for maximum efficiency. Her seniority brings not just skill but also mentorship for younger team members.
Similarly, “Mark”, a former cabin crew member, transitioned to a Receptionist at a successful Hedge Fund. His extensive problem-solving and public service experience significantly enhanced his new role.
Older Workers: A Pillar of Stability
Research by AARP reveals that older workers tend to stay longer in their roles and take fewer days off. This stability is crucial for companies, as it reduces the need for constant recruitment and training, saving substantial costs.
Empathy and Work Ethic
Older workers often exhibit a strong work ethic and deep empathy, qualities moulded by their life and work experiences. An American Psychological Association survey shows that older employees frequently display positive work attitudes such as job commitment and satisfaction.
Knowledge and Network Retention
Losing an experienced employee means losing not just their labour but their vast institutional knowledge and networks. Retaining such employees ensures that invaluable corporate memory and connections remain within the organisation.
Technology is Not a Barrier
Contrary to popular belief, older workers are not technologically challenged. The Pew Research Center reports that most adults aged 50 and older are internet-savvy and own smartphones. With appropriate training, they can easily adapt to new technological tools.
The Magic of Multigenerational Teams
Teams that blend diverse ages and experiences often outperform those that don’t. This diversity fosters creativity, collaboration, and problem-solving, proving that the best teams are multigenerational.
Bridging the Age Gap
While it’s important to celebrate the contributions of older workers, it’s equally vital to recognise the potential of younger employees. They bring fresh perspectives and adaptability, creating a dynamic workplace environment.
It’s clear that embracing both the wisdom of older workers and the potential of younger ones creates a more inclusive, productive, and resilient workplace. It’s time for businesses to break free from ageist biases and embrace admin hires that truly reflect the diversity of society, ensuring a richer, more diverse future for all.
Do you feel you have been affected by ageism? We always love to hear feedback from our community. Please join the conversation on our LinkedIn or drop us an email on [email protected].