Few firms taking steps to retain employees past retirement age
Derek Sankey

Vancouver Sun
June 23, 2007 

More companies are deploying strategies to retain older workers in the face of aging demographics and labour shortages, but it appears the vast majority of firms still have a long way to go in retaining and recruiting mature workers over 50.

Human resource experts say that with the first round of baby boomers turning 60 this year, and labour shortages already apparent in most sectors, younger workers and immigrants will not solve staffing challenges alone as boomers look for the door.

"There's been an awful lot of off-ramps to get the older worker out, but there's not a lot of on-ramps to encourage people to stay or to return [to the workplace]," says Dianne Bond, market vice-president for Right Management in Calgary.

A recent Manpower survey showed that only 28 per cent of companies have a formal strategy in place to retain older workers past retirement age, while 18 per cent have a strategy to recruit older workers.

One positive indication is that the majority of boomers want to remain in the workforce, but it is going to require some innovative solutions to make them stay or return. A Merrill Lynch report found 71 per cent of people over the age of 50 want to work in "retirement," while 38 per cent of those want to alternate between work and leisure. An additional 17 per cent are looking for part-time work only.

Considering there are about 11 million "mature workers" in a country with a population of just over 32 million, according to Statistics Canada, it represents enormous potential to ease labour shortages, which became abundantly apparent in Alberta last year. "Now, the problem is more in your face," says Bond.

When it comes to developing effective strategies, boomers and people over 50 are looking for some unique things in the type of work they're willing to take on. A Right Management study found 40 per cent of those surveyed want flexible work schedules, 22 per cent want "enhanced health care," 17 per cent desire mentoring roles and 16 per cent look for leadership and professional development opportunities.

Retirement changes simply recognize basic human rights
Editorial

The Province
June 3, 2007

You might have missed it behind the barrage of headlines about our MLAs awarding themselves a fancy new pay raise. But the ending of the current B.C. legislative session also saw an historic milestone in social legislation.

As they pocketed their gold-plated pension packages, the politicians also approved amendments to the B.C. Human Rights Code, outlawing mandatory retirement at age 65.

B.C. had been behind the trend on this issue -- Quebec ended age-related discrimination in 1982. But the timing for this province could not be better.

In the current economic boom, a shortage of skilled workers threatens to limit severely B.C.'s ability to make the most of its opportunities.

Seniors' minister Ida Chong has estimated a need to fill more than one million vacancies over the next decade. Naturally, not all these jobs will be filled by senior citizens. But at least older workers will not be forced into early retirement against their will.

The new law, to take effect Jan. 1 next year, recognizes a dramatic shift in provincial demographics -- people are living longer and staying healthier.