Elizabeth Broderick is quoted in HR Leader:
“It is imperative that active strategies be developed to address the discrimination and prejudice that older workers can experience when looking for employment or even continuing in employment,” said Broderick.
We would add that employers need to implement intentional programs to address the development of workers in ‘late career’. There is a great paradox; employers will spend a large proportion of their development budget on Gen Y employees who are lucky to stay for even five years, but question investing even a small proportion of that budget on their ‘late career’ workers who may gladly work for another ten years, beyond a traditional retirement date, if they get the right support and training to do so.
In the words of Workforce Planning sage Julie Sloane:
Remember, retention first and recruitment will follow…
