Key objectives
One of the key objectives of the Better Later Life He Oranga Kaumātua strategy (2019-2034) is that older workers are treated fairly and that older people can work and those who can’t are supported. To achieve this objective the strategy suggests employers consider and respond to challenges and opportunities of an increasingly older workforce. It is also highlighted that workplaces provide flexible work environments and learning and development opportunities for older workers.
In order to make genuine progress on enabling older people in New Zealand to lead valued, connected and fulfilling lives, changes in the workplace are required.
Observations in the workplace
As our member Lucia Rogers observes in her day to day interactions with older workers: “in many cases older members chose to continue to work because it provides them with a purpose and a path to work with clients that leads to positive outcomes. Regrettably older members are sometimes, underhandedly, bullied.”
She continues to say that ageist remarks often come as “remarks that are not direct or overt but are raised via thinly veiled digs about age. “At first relationships seem good and input declared as helpful and much appreciated. However, often there is the hidden perception that advancing age is synonymous with the older worker not being up to the job.”
In addition, gender pay gaps increase with age. Salaries for women over 50 years old decrease compared with men’s salaries which continue to increase. This can lead to older women’s lack of financial security and challenges to actively participate in our communities.
PSA creating change
The PSA plays an important role to create change with older workers in our public and community services.
The current situation shows that collectively we need to stand up for workplaces free from bias and discrimination and for work that is valued, secure and influenced by strong worker voice – including the voices of older people – to create wellbeing for all workers.
We need to respect and value the experience and knowledge accumulated over the life cycle as a precious contribution to our work culture and our service to the public. After all, changing our perception of older people at work now will change how all of us are seen in the future – and how we will lead valued, connected and fulfilling working lives when we are older.
