Cracks in the Silver Ceiling
The Age Obstacle
April 10th 2008

Kristi Nielson, founder of 50pluslifestyles.com based in Brunaby B.C. and author of Retirement Inspirement conducted a survey of 68 human resource managers at organizations across Canada on how a candidate’s age affects his or her job prospects. Ofcourse, not surpisingly many companies claimed not to distinguish between workers of different ages, yet some answers shocked her.

"One manager of a well-known corporation with over 1,000 employess said that a worker’s usefulness peaks at age 45. Thereafter, his salary should be decreased each year until he reaches 65, when he should be back at minumum wage because that’s all a senior is worth." Shocking - absolutely! How then do we reconcile this attitude with the Globe and Mail’s tag line -"Retire? No way. A surprising number of octogenarians (yes those are the 80’s) remain hard at work, and more are expected to make the same choice.

A decission to let go an employee based on age - often framed as an  "inability to adapt to change" message, may in fact reveal a corporate culture that is unsure of itself and in need of "yes men". Compliance and a cheerleader energy  when associated with those still early in their career should not be associated with business results. Similarly, a desire to raise the bar and analyze and question  business choices in light of an earned experience does not make for an uninspired nay sayer. Motivational checks are crucial once again in understanding these generational differences largely stereotyped in these optics of extreme.

So much to ponder here... One thing is clear - if more and more seniors are choosing to go the way of Hazel McCallion - Mississauga mayor at 87 - Langford and Company is left not only inspired but confident that these octogenarians may represent  the greatest adventurers yet.

Tagged in: Corporate Team Building