“Almost one person out of four in the labour force could be aged 55 or over by 2021.” Statistics Canada
According to Canada’s Economic Action Plan, “On December 16, 2012, the amendments to the Canadian Human Rights Act and the Canada Labour Code were brought into force to prohibit federally regulated employers from setting a mandatory retirement age, unless there is a bona fide occupational requirement”.
The Canadian Human Rights Act covers ‘federally regulated’ employers, so what happens if your employer is not federally regulated? It depends on provincial regulations. In Ontario, the End of Mandatory Retirement fact sheet states, “As of December 12, 2006, the Ontario Human Rights Code protects all persons aged 18 and over against discrimination in employment on the basis of their age”.
These human rights create tremendous opportunities for both employees and employers. If they need or want to, older adults are able to work longer. Employers are now able to hire older adults who have acquired valuable experience and skills. Employing older workers is a win-win situation for all.
So how do enlightened employers attract or keep valuable older adult employees? The Canadian Association of Retired Persons (CARP) Older Workers Poll Report suggests employers accommodate older adults who want to work by offering flexible work schedules, shorter hours or job sharing.
Of course some careers are more suited to older workers than others. Senior Planet has begun the discussion on 5 Professions that say yes to Older Workers. The article suggests that the arts, politics, law, academia and architecture are all professions that welcome older adults. Readers have responded by adding musicians, writers and counselors.
On July 31st, join us at the Business of Aging: Information Exchange Network breakfast meeting, for an engaging discussion about The Business of Working Longer. Mark Venning of Change Rangers will be the ‘conversation ring leader’ during an informative and interactive conversation about the aging workforce.