On 11 March, the government’s report titled “A New Vision for Older Workers: Retain, Retrain, Recruit” was published. Written by Dr. Ros Altmann CBE, it’s a very comprehensive and thought-provoking review of later life working.
As this upcoming election looms, it is evident than many aspects of British businesses practices and community life are being re-examined and redefined. One of these areas centres around expectations for workers in later life and our understanding of the nature and shape of retirement.
As the report highlights, the landscape of our workforce is changing as we are living longer. By 2022 the number of people in the workforce aged 50 to State Pension age will have risen to 13.8 million and the number aged 16-49 will have reduced by 700,000.
To meet these changes head on, I believe it’s critical for us in the supply and logistics industry to be proactive and think now about ways we can remove barriers for mature workers. Indeed, some of the specific recommendations make compelling arguments for us to adopt.
- Designing training and mentoring programmes with a positive outlook - such as “Empowering Experience” - to underline our conviction that workers have much to give even as traditional retirement age approaches.
- Allow for gap times for older workers, which can provide a break rather than an end to employment.
- Undertake an age and skills audit of our businesses to ensure we are making the most of the knowledge and skills of our older workers.
- Monitor age as a diversity characteristic, particularly in the recruitment process. Consider using a strap-line in job adverts to specifically welcome all-age applicants.
Looking at the bigger picture, I think it is vital that as individual companies we seek to create a culture where longevity is actively encouraged. When I encounter businesses in our sector that are especially struggling with retention, I am convinced that it is not enough that managers simply say that they want employees to view their workplace as somewhere they can build a meaningful career. We must demonstrate in practice that there are clear pathways for workers at all levels of the business. Pathways where each one can grow and realise new levels of achievement - regardless of age.
The logistics industry is not alone in facing a critical skills shortage. While seeking to meet the demands of our growing sector, we can be UK leaders in removing both direct and indirect barriers to all employees taking on new and different challenges at work.
The tagline for Ros Altmann’s report - “Retain, Retrain, Recruit” - speaks directly to the challenges that we face. Why not give her recommendations a try?
David Coombes has been in the transportation and logistics industry for over 28 years. He is the managing director of Logistics Job Shop.
Logistics Job Shop:
Office: 0117 9859 119