An older worker needs an employer who is “age-neutral.” What this means in practical terms is that they hire, evaluate, promote employees and train managers and supervisors how to benefit from age diversity. You don’t have to be a Columbo or Hercule Poirot to spot age neutral policies when they are there. Here are some of them for the record. They fall into five major categories.
1. Recruiting
An age-neutral company will recruit in an age-neutral fashion. Job ads will mention maturity and work experience as desirable factors. Ads will also be placed in publications, agencies and on web sites used by job seekers of all ages.
2. Training
In an age-neutral company, new skill training will be offered to workers of all ages. Different types of training should also be available such as: classroom, individualized, mentoring, coaching and job rotation. An age-neutral employer will encourage older workers to take part in all available training programs.
3. Health Benefits
In addition to standard benefits that include prescription drugs, an age-neutral employer will also offer extras, like long-term care insurance and short and long-term disability insurance. Benefit packages from age neutral companies are always flexible.
4. Pension Plans
An age-neutral employer contributes to employee retirement accounts and longer-term employees should have defined-benefit pension plans. There should also be retirement saving incentives offered, such as profit sharing or stock options.
5. Alternative Work arrangements
Workers in an age-neutral company should have the options of flexible schedules such as flextime, telecommuting and periodic time off for care-giving responsibilities. Retirees should be able to return to work part-time periodically when needed.
So look for these things before you leap; that is, if you can still leap.
Do YOU have any age-neutral tips to add? Please share.
Good Luck!
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”Four Factors That Hamper Older Job Seekers”
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