20 Businesses need to understand and cater to the unique needs of an ageing population, especially with numbers continuing to rise. In its World Population Prospects 2024 report, the United Nations (UN) states that the average life expectancy across the globe is predicted to reach 77.4 years by 2054 – which will be up from 73.3 years in 2024, which in itself was an increase of 8.4 years since 1995. The UN has also projected that the worldwide population aged 65 or older will reach 2.2 billion by the latter part of the 2070s. Not only is this set to exceed the number of children who are under 18, but it will likely see workplaces having older employees. Take the fact, for example, that Age UK acknowledges that the UK’s State Pension age is 66 years old currently but is going to start gradually rising again from May 6th 2026. Bethany Ward at Access BDD, a stairlifts provider and mobility solutions specialist, commented, “Employers must adapt so that their businesses are serving workers who are ageing. “This should not just be focused on physical elements either. While this is very important, companies also need to think holistically so that workplaces are set up to enhance wellbeing and encourage inclusivity.” Why older workers will prove effective in your workplace There are various reasons why businesses should be doing all they can to hire and retain older workers, including: • It creates an age-diverse workforce, which the Organisation for Economic Co-operation and Development predicts could raise GDP per capita by close to 19 per cent across the next 30 years. • An age-diverse workforce means that workers from many walks of life can offer fresh perspectives and unique views on ideas, problem-solving matters and opportunities to grow. • Older workers who have been in the same industry or company for many years will usually have a lot of skills and experience, which can prove invaluable when knowledge sharing throughout a workplace. • Tied to the last point, older workers will have a lot of wisdom and networking which they can pass on to younger employees if they were to be involved in a company’s learning and development programme. To attract and keep older workers within an organisation though, Access BDD has detailed these changes to make to a workplace and a company’s operations: Equipment, aids & workspace designs which can help older employees While older workers bring many advantages to a business and will be capable of performing the tasks expected of them, they can be hindered from disabilities and health conditions that they have developed through age. As an employer, look around a workplace and its surroundings to see if the following are in place or can be requested where applicable to a work environment: • Accessible signage to areas like the restrooms, changing rooms and the kitchen which is clear and placed at eye level • Assisted listening devices • Doorways which are wide enough to support mobility aids • Ergonomic chairs around desks, which come complete with armrests, the ability to alter the seating height and adjustable lumbar support • Flexible workstations, such as standing desks or breakout areas with soft seating • Keyboard and mouse ergonomic supports • Lighting that does not have a harsh glare or is overly dim • Monitors which can be adjusted in height • Non-slip flooring • Ramps, stairlifts and handrails wherever stairs are positioned in a workplace or to gain entry to it • Restrooms being installed with heightappropriate sinks and grab bars • Varying countertop heights • Working lifts Ward points out, “If your working environment lacks any of these elements, don’t delay in either carrying out the changes yourself or getting in touch with those responsible for making alterations to a building where your workplace is based. “All workers, regardless of their age, need to be provided with comfortable accommodations so that they can perform the essential functions of their job roles safely, securely and efficiently.” Effective company incentives As noted by Ward earlier, it is not just with physical improvements and enhancements that employers can make a workplace more appealing to older workers. Introducing some popular working practices can make a big difference too. After looking into numbers surrounding workers wanting either more or fewer hours, the Chartered Institute of Personnel and Development came to the conclusion in its Understanding Older Workers report that: “employers need to be mindful of the preferences of older workers (indeed all workers) around hours worked and consider flexible working requests, particularly around reducing hours.” The British Safety Council has also reported that the single biggest factor that would allow people in their 50s and 60s who are out of work to become employed again is flexible working practices. Being able to work remotely or in hybrid roles gives employees the chance to get around hindrances like commuting or leaving the home in harsh weather conditions. However, these practices benefit workers who need to balance their work and life around long-term health conditions and caring needs as well. www.accessbdd.com Encouraging inclusivity Access BDD explains asks, how can businesses adapt to suit workers in an ever-increasing ageing population?
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