Every program faces a loss of momentum after it has existed for some time. In a prior column, we discussed diversity as it relates to one underserved diversity group—veterans—and also provided a recipe for infusing new life into a program. The focus of this column will be on a second underserved group: older workers.

Older Americans (over age 55) represent 21 percent of the population, and this age group is the fastest-growing group in the country. Older Americans are divided into two groups. Those born before and during World War II sometimes are referred to as members of the World War II generation. A much larger group, the baby boomers , were born post-World War II through 1964.

Research has shown that these groups have some common characteristics: strong loyalty to employers, flexibility and the ability to learn new tasks, and dependability. Moreover, they can learn to work with technology enhancements. In summary, they can “play well with others.”

A diversity administrator can readily build mechanisms into a program to recognize older workers. May is Older Americans Recognition month, so the administrator has a ready-made opportunity to focus on older workers. One approach would be to create a learning opportunity to dispel commonly held myths about older workers. These include the beliefs that older workers cannot learn new tasks, resist new technology or lack technological skills, and are more subject to illnesses that can cause extended absences.

A training program for managers and supervisors who are engaged in hiring can break down barriers in recruiting older workers. Looking at the future demographics, a diversity administrator can be a catalyst for helping align an organization’s strategic goals in the hiring and retention of older workers.

Government agencies provide resources and services to older workers. They also can provide research on the capabilities these workers bring to the workplace. Nonprofits in many localities also provide assistance for older workers.

An administrator also might want to look at the new approach taken recently by AARP and Home Depot in their strategic alliance.

Please Note: This material is provided as general information and is not a substitute for legal or other professional advice. Contact the Knowledge Center for more information.

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