OTTAWA, Oct. 16 /CNW Telbec/ - Most Canadian employers are not targeting
mature workers with specific policies and programs, according to the findings
of a Conference Board survey released today.
"The shrinking pool of younger workers will not be sufficient to replace
retiring baby boomers," said Prem Benimadhu, Vice-President, Governance and
Human Resource Management. "Canadian organizations argue that the aging
workforce is an important issue, but they are not customizing their HR
policies and programs for workers over the age of 50. The few organizations
that have tailored HR policies and programs for older workers have been
successful at attracting and retaining them."
Although many respondents identified the aging of their workforce as a
concern, only six per cent of respondents said they are focusing on retaining
mature workers, while 11 per cent indicated they are actively focused on
attracting and recruiting mature workers. Only seven per cent formally
consider mature workers as a distinct employee group.
The report, Harnessing the Power: Recruiting, Engaging and Retaining
Mature Workers, summarizes the results of a survey of 109 primarily mid-sized
and large Canadian organizations, conducted between June and August 2008.
Among the few employers that have programs targeted to recruit mature
workers, almost three-quarters reported having been successful in their
recruitment efforts, compared to just under one-quarter of those without
targeted programs. Similarly, four in five organizations that have focused on
retaining mature workers reported success, while just one-third of
organizations without such a focus indicated success.
Policies and programs directed specifically to older workers include:
phased retirement programs, mentorship programs, special projects, job
redesign, continuous learning, and efforts to reduce age discrimination in the
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