5 myths about older workers debunked

7 July 2022

There are many myths about older workers. Most of them are outdated and do no favours to the older members of your workforce, or recognise the experience they bring to the table. In fact, a project led by worklife experts Transitioning Well for AustralianSuper has found the maturity these workers offer businesses can influence culture – as well as the bottom line.

Australia’s population is getting older. This is likely to create both challenges and opportunities for organisations. So significant are these changes, the CSIRO named the ageing workforce as one of 6 ‘megatrends’ in occupational health and safety over the next 20 years1. Despite this, many Australian companies have been slow to engage with the realities of an ageing workforce.  

A project initiated by AustralianSuper and work-life culture experts Transitioning Well is helping to highlight the issues. The Ageing Workforce Ready project (AWR) explores how to support workers’ well-being as they move from late career stage into retirement. Transitioning Well is a national organisation that works with forward-thinking companies to support employees through a range of work-life transitions – including retirement. They provide guidance to assessing and improving practices within organisations.

If you manage an ageing workforce, consider the extra value older workers bring to your business, and how you can support them.

 

5 myths about older workers debunked

The AWR project explored and debunked some common myths about older employees in the workforce.

 

1. Myth: Mature age workers cost business more due to their experience

Common thinking is that mature age workers cost businesses more money due to their experience commanding higher wages. But the fact is older workers can help your business and save you money. Workers aged over 55 are 5 times less likely to change jobs, compared with workers aged 20-242. This gives you a more stable workforce and lowers your recruitment and training costs.

Workers aged over 55 are 5 times less likely to change jobs, compared with workers aged 20-242. This gives you a more stable workforce and lowers your recruitment and training costs.
2. Myth: Older workers have lower productivity

Experience is a greater predictor of productivity than age. The key benefits of employing older workers are the significant experience they bring to the workplace and the professional knowledge they’ve acquired over many years3.

3. Myth: Older workers are more prone to health problems

In fact, workers over the age of 65 report the least number of work-related injuries and illnesses4. Additionally, those over 60 take fewer sick days.

Workers over the age of 65 report the least number of work-related injuries and illnesses
4. Myth: Older workers don’t understand technology

In fact, older people are the fastest growing users of technology. For example, 73% of people over 65 were internet users in 2019, compared to 14% in 20005.

Additionally, smartphone ownership and app usage in those aged over 55 reached 77% in 2018.

For many, forced working from home due to COVID-19 has tested and developed their technological skills. Whole workforces have embraced new online ways of working, with age being no barrier to how well people have picked things up.

 

5. Myth: Older workers are counting the days until they retire

Instead of counting down the days, the rising cost of living means people are staying employed longer. Australian Bureau of Statistics (ABS) data showed in the 2018-2019 financial year, 143,500 workers previously retired aged over 45 were back at work6.

Rising costs of living are a major incentive for older workers to stay employed for longer. With people living longer, you may need more money for your retirement years.

The Association of Superannuation Funds of Australia (ASFA) has created a ‘Retirement Standard’. The ‘Retirement Standard’ shows the average cost per year to live a modest lifestyle in retirement for a couple aged 65 to 84 is $42,621, and for a comfortable retirement it's $65,4457.

 

The above example costs are estimates only and assume an annual price inflation of 2.5% each year.

The above example costs are estimates only and assume an annual price inflation of 2.5% each year.

 

How you can support older employees in your business

Make sure you’re aware of the common myths and the facts so you can support your workers.

To get started, the AWR project identified 4 key pillars your workplace can use to review support for older workers:

  • Recruitment: Policy, practice and hiring outcomes in relation to older people.
  • Retention: The extent to which people feel supported to stay productive and mentally healthy.
  • Retirement: Mechanisms to support a smooth transition from work, from the perspective of both the individual and the organisation.
  • Roadmap: The tool the organisation uses to guide and adapt its approach to supporting older workers.

Ageing Workforce Ready

Watch the video below to find out more about the Ageing Workforce Ready program by Transitioning Well and AustralianSuper.

 

What is the AWR Project?

The Ageing Workforce Ready Project is an innovative collaboration between AustralianSuper and work-life transition experts Transitioning Well.

What is the AWR Project?

 

DISCOVER THE AWR PROJECT

Sources:

  1. CSIRO – 6 megatrends to re-shape workplace health and safety
  2. Australian Human Rights Commission – Mature Workers: 2. Myths and facts around older workers
  3. Ageing Workforce Ready Project, Resources, Myths 1
  4. Ageing Workforce Ready Project, Resources, Myths 3
  5. Ageing Workforce Ready Project, Resources, Myths 2
  6. Ageing Workforce Ready Project, Resources, Myths 4
  7. ABS – Retirement and retirement intentions, Australia, 2018-2019
  8. ASFA Retirement Standard, March quarter 2022.

 

This may include general financial advice which doesn’t take into account your personal objectives, financial situation or needs. Before making a decision consider if the information is right for you and read the relevant Product Disclosure Statement, available at australiansuper.com/pds or by calling 1300 300 273. A Target Market Determination (TMD) is a document that outlines the target market a product has been designed for. Find the TMDs at australiansuper.com/TMD.

AustralianSuper Pty Ltd ABN 94 006 457 987, AFSL 233788, Trustee of AustralianSuper ABN 65 714 394 898.

 


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