Numerous results were achieved through the successful implementation of various older worker projects. We have formulated recommendations based on the information, experiences, and feedback gathered throughout the past three years.
Our first recommendation is to support employers in retaining older workers. We suggest the development of an awareness campaign targeted toward employers to promote the value and benefits of recruiting and maintaining an older workforce, particularly to ensure that the essential knowledge transfer occurs in business and organizations. We also suggest that employers be informed on ways to target their human resources policies to meet the needs of the aging workforce.
An article in the August 16, 2006, Canadian HR Reporter entitled, “Unprepared for aging workers”, lists ways to integrate older worker programs in existing HR policies. They advise promoting a positive work environment for all employees, setting up flexible work arrangements, changing the way work is done to reduce physical strain, providing opportunities for older workers to mentor or train young people, providing training support to mature workers, giving special compensation such as perks or bonuses to mature workers, training employees on respecting older colleagues, and making sure hiring and promotion processes do not discriminate on the basis of age.
We know from our experience in working with older worker clients that these initiatives would make a significant difference to the employability and retention of older workers in Nova Scotia.