National Employ Older Workers Week, observed annually during the last full week of September, focuses on recognizing the vital role of older workers in the U.S. workforce. The week aims to increase awareness of the older labor segment and develop strategies to harness their potential.

The definition of "older worker" typically refers to individuals who are 55 years and older. This demographic is a growing portion of the workforce. Sixty-four percent of adults between 55 and 65 are in the workforce as of 2022, one point higher than the overall percentage of adults in the workforce and ten points higher than the percentage of adults 18-24.

During the week, the Senior Community Service Employment Program (SCSEP) is showcased. SCSEP is a program that offers on-the-job skills training to older individuals with limited financial resources, helping over one million older Americans enter the workforce.

HIRING HURDLES FOR OLDER PEOPLE IN THE APPLICATION PROCESS

Older workers face unique challenges in the workplace. They often encounter age-related biases and stereotypes, impacting their employment opportunities and professional growth.

Despite laws protecting workers over 40 from job discrimination, many techniques used to acquire jobs now actively, whether intentional or not, exclude older workers from the screening. Some of the automated system tactics used widely by companies to remove older workers, add burdens to the application process, and create hurdles include:

Requiring self-recorded videos, a pre-interview interview, with applications.
Requiring audio Q&A recordings of questions prior to a tender of interview.
Requiring MBAs rather than equivalent work experience and excluding applications without MBAs.
Using algorithms to exclude applications with work experience before a certain year.
Using algorithms to exclude applications with college degrees before a specific date.
Requiring technological knowledge and skills in the application process irrelevant to the position.
Forcing people with decades of experience to take basic skills tests to apply for a position.

SEVEN ADVANTAGES OF HIRING OLDER WORKERS

Older workers have been working with technology their entire lives. They are the people who had to learn from scratch how to use computers, actually know what a C prompt is, and what life was like before the Internet—they built it. Their youth occurred during the rise of computers, biotech, and gaming. They know how to communicate full thoughts—in complete sentences.

Hiring older workers can offer several advantages over hiring younger workers. Here are seven.

Experience and Knowledge:
Older workers bring a wealth of experience and knowledge to their roles, including soft skills, deep industry knowledge, skills honed over many years, and practical insights into business operations and strategies.

Work Ethic and Reliability:
Older workers grew up with and have a strong work ethic and reliability. They often demonstrate commitment to their jobs, show up on time, and take pride in their work, leading to higher productivity and quality output.

Lower Turnover Rates:
Older employees have lower turnover rates than younger workers. This stability reduces the costs and disruptions associated with the frequent hiring and training new staff.

Mentoring Abilities:
With their extensive experience, older workers can serve as mentors and trainers for younger employees. They can pass on valuable skills, knowledge, and professional wisdom, helping to develop the next generation of workers.

Strong Communication Skills:
Older workers often possess strong communication skills honed over years of professional and life experiences. This skill is invaluable in roles that require negotiation, customer service, or team collaboration.

Adaptability:
Contrary to some stereotypes, many older workers are adaptable and willing to learn new technologies or methods. Their willingness to adapt can be a significant asset in an ever-changing workplace.

Diverse Perspectives:
Older workers can provide diverse perspectives that enhance creativity and problem-solving within a team. Their different life experiences can contribute to a more rounded and comprehensive approach to business challenges.

Mature people grew up in a world before social media and fragmented information, where knowing how to add and subtract in your head and understanding a map and how to read it didn't make them helpless without a phone. Their viewpoint, experience, and wisdom manifested in the temporal rather than the digital world. Throughout their lives, they experienced dramatic shifts in society and technology, more change than any previous generation before or since, making them highly adaptable, steadfast, and grounded.

People in their 50s, 60s, and early 70s came of age in generations when children were expected to be self-sufficient, accountable, and responsible. As children, they made decisions about time management, what to say and think, and practiced unregulated dispute resolution. Older adults grew up taking risks and learning and were not coddled or shielded from criticism, strife, opinions they didn't like, or life lessons. These attitudes make them particularly adept at diplomacy, seeing the big picture, and considering alternative ideas.

National Employ Older Workers Week highlights the importance of diverse workplaces that challenge and leverage older employees. It seeks to promote practices that help them succeed, such as flexible work arrangements, ergonomic work environments, and opportunities for ongoing professional development. The focus of this week is particularly crucial given the demographic shifts in the U.S., with an increasing number of adults aged 55 and over continuing or re-entering the workforce.

National Employ Older Workers Week is the exclusive official week in the United States supporting older workers.