Addressing the Needs of the Aging Workforce

Thanks to the baby boom generation, the average age of workers is increasing.  According to Human Resources and Skills Development Canada, an estimated 40 per cent of the working population will be between the ages of 45 and 64 by the year 2011 compared to 29 per cent in 1991.

As the baby boomers make their way towards retirement, and with fewer people in the ranks below them to take their place, many are predicting a labour shortage.  More and more workers are being given the choice to work longer, thanks to the abolishment of mandatory retirement in human rights legislation.  Workplaces must be prepared for a graying workforce.  Disability management professionals have the skill set to deal with all disabilities, not just traumatically induced disabilities, but also disabilities induced through the aging process.  The experts offer some advice:

Consider ergonomic modifications.
Smart disability managers will start exploring workplace modifications that accommodate the deteriorating abilities of older workers. 

Don’t jump to conclusions about the return –to-work rates of older workers.
According to Barbara Jaworski, the Director of WorkLife Solutions, there are two groups of older workers.  There are those who hold jobs with demanding physical requirements and those who are not doing physical labour but knowledge workers. After analyzing Short term disability and Long term disability along with prescription drug costs she found older workers are not off to the same degree that younger people are and return to work is good as long as they are in occupations where they are not required to be physically taxed.

Be cognizant of the strong need among many older workers to keep working.
Older workers are often more anxious to remain at or return to work than their younger counterparts.

Be creative with transitional and modified work options.
Older workers tend to have fewer accidents and injuries, but when they do, they are off work for a longer period of time.

Educate workers about return to work expectations
Because disability and return to work programs are newer initiatives, they may seem quite foreign to older workers who find themselves off the job for the first time.

Involve older workers in ergonomic and physical demands assessments.
When modifying or altering a job either before or after an injury occurs, it is always a good idea to involve the worker.

Make it easy for older workers to “do the right thing” with respect to their health.
 It is difficult to make lifestyle changes at any age.  Therefore workplace environments need to support people in making small lifestyle changes.

Incorporate strategies into overall workplace programming
Set up incorporated occupational health standards into workplace wide programs for both older and younger workers.

Communicate with insurance providers.

Source: Cindy Moser,

Back To Work - September 2004