Ageism isn’t just an American thing…
It’s been happening all over the world. But there’s a tad bit of good news coming out of Australia, according to a recent article in the The Mandarin – “Fewer employers are reluctant to hire older workers than the last survey four years ago, with the number reporting no age restrictions jumping from 29% to 55%, says the report published by the Australian Human Resources Institute and the Australian Human Rights Commission.”
But I find this information to be statistics that are reporting on the perception of hiring and early stage hiring process – and not on actual hiring execution, therefore it doesn’t really mean a lot to me.
In the same article Dr Kay Patterson, Commissioner of Age Discrimination at the Australian Human Right Commission says …”it was disappointing that more than half of the respondents said their organisation has no transition to retirement strategy in place for their workers and that very few offer intergenerational management or unconscious bias training to staff.”
That would be true here too, in the U.S., as I point out in my upcoming book. Lacking these strategies in a company’s HR function proves that the company is not focused on the long term well-being of their employees and that they have their priorities in other places.
The article continues to back up my beliefs by citing “Workforce planning that includes succession planning is regarded as a core strategic human resource activity, yet the data in this study leads to the conclusion that organisations may not be giving it the attention it deserves,” says Lyn Goodear who goes on to say “If that is true, it’s a conclusion that should sound an alarm signal to HR practitioners with respect to organisational sustainability.”
When will enough people start to care about this brutal societal issue which affects many parts of the world?
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Article cited in this blog post: http://www.themandarin.com.au/100860-employers-seeing-increased-value-in-older-workers/