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The recent Australian Federal Budget decision to reward employers of mature age workers with $1000, generated a bunch of articles in mainstream and industry press about mature workers – the barriers and the opportunities. Given our 10 year focus on the risks and challenges posed to organisations by this demographic shift  in the workforce, we are avid absorbers of all research and commentary. We would love to read something more ground breaking and insightful than a regurgitation of the barriers of discrimination, the inevitability of retirement and the general assumptions about mature workers . That said, anything that keeps mature workers firmly on the agenda is good. But in the words of Elvis, “a little less conversation, a little more action please”.

Here are our suggestions for actions and a more thoughtful approach:

• Don’t treat ‘mature age workers’ as an homogeneous group; within this demographic there is a raft of diverse needs and ambitions. Are they long term unemployed? Are they wanting to ‘downsize’ their work responsibilities? Do they want a more flexible role? Do they want a complete career change? Are they seeking a portfolio of a career? Do they need less physical load in their role? Do they simply need more time to address caring responsibilities? Are they experts in their field whom you need to retain for their knowledge?
• As an employer, how can you redesign roles that suit the needs and ambitions of the mature age worker you want to retain or employ?
• As an employer, how are you supporting your current mature age workers to make decisions about their future work and retirement plans? Unless we challenge the assumption of retirement and create options for work beyond the traditional age of retirement, we won’t be successful in increasing workforce participation for this demographic. Take a look at Envisage for instance!
• As a mature age worker, what are you doing to stay connected and current and marketable to future employers? There is plenty of free and low cost help available to help you shape your approach to your career.
• As a manager, what deeply held stereotypes do you adhere to when thinking about employing or retaining a mature worker? What are you doing about shifting those and what will you miss out on if you don’t?

By all means, reward employers who employ mature age workers. But if they haven’t done some of the groundwork as mentioned above, it could be $1000 bucks down the drain.

Here are some of the better articles we’ve read lately – enjoy.

Adage - Mature workers feeling the love in Swan’s budget for battlers (an excellent breakdown of what the government is offering)

The Advertiser – Older workers not the retiring type (a positive article on working longer)

Human Capital Magazine – Mature age workers – added extras at no extra cost! (the argument for employing mature age workers)

Saipan Tribune (US) – Age, appearance and attitude (tackling some elephants in the room)

On-Line Opinion – Hiring older Australians – Lessons from Singapore (a compelling argument for how the money might have been better spent with better returns)