OLDER WORKER EMPLOYMENT ATTITUDE RESEARCH

Transcription

1 OLDER WORKER EMPLOYMENT ATTITUDE RESEARCH Final Report December, 2003 Prepared for: Older Worker Pilot Projects Initiative Charlottetown, Prince Edward Island in association with Charlottetown Prince Edward Island

2 Table of Contents Executive Summary...i 1. Purpose and Methodology Employer Findings Older Worker Findings... 8

3 i Executive Summary In support of the development of a communication plan targeting Prince Edward Island employers, administrators of the federal-provincial Older Workers Pilot Projects Initiative contracted for market research to gain insights into employer attitudes and perceptions towards older workers. The methodology involved 45 structured one-to-one telephone interviews with private sector employers across Prince Edward Island, and 33 structure one-to-one telephone interviews with older workers across Prince Edward Island. The findings from this research provide valuable insights, but cannot be considered to be statistically valid and cannot be projected with accuracy to the population. However, high levels of response generally 70% and higher offer assurance that similar findings would be found if the entire population were surveyed. Fifty to 54 years old was the median age group for both employers and older workers when employers are perceived as beginning to think of employees as older workers. On either side of the median, however, notably more older workers reported a younger age in the 40s, while more employers reported an age older than 54. This may suggest that either employers are showing signs of treating employees as older workers early than they think they are, or older workers are more sensitive to their age and the potential effect in the workplace. Almost half the employers (48.9%) reported that finding people with the appropriate skills was their greatest challenge, followed by 35.6% who reported finding people with the appropriate experience as their greatest challenge. Fifty-one percent (51%) reported that they are presently experiencing difficulty recruiting/retaining employees while almost 70% anticipate having difficulty over the next five years. Among the older workers, 45.5% reported that they were presently employed, with 40% of these individuals considering themselves to be overqualified for the work they are doing, and 60% indicating that they would prefer to be doing different work or working for a different employer. With this response, it can be concluded that job satisfaction is fairly low among the employed older workers interviewed. Overall, age was greatest overall concern for older workers with respect to future employability, but only marginally ahead of health. Unemployed older workers clearly see age as being a critical issue in obtaining employment, while it is perceived as being less critical by employed workers who would prefer to be in a different employment situation (i.e., either job or employer). While more than half the interviewees reported hiring discrimination due to age, few cases of workplace discrimination were reported. Both employers and older workers were asked to compare different employee attributes and qualities. In terms of identifying potential motivators for employers with respect to a

4 ii communications plan, a number of attributes and qualities scored strongly. Among employer interviewees, these included: 1. adding diversity of thought or approach to projects; 2. being good mentors for workers with less experience; 3. being flexible in taking direction or doing their job; 4. bringing valuable experience to the job; 5. high employment retention rates; 6. loyalty; 7. knowledge and skills; 8. the same drive as younger workers; 9. creativity and originality; 10. being less likely to take more personal time from work; 11. having the mental stamina required on the job; and 12. working well with younger workers. Strong attributes and qualities identified by older workers included: 1. strong work ethic; 2. employer loyalty; 3. ability to follow direction; and 4. responsibility. Working with these motivators, appropriate benefit statements can be developed and communicated as well to employers.

5 1 1. Purpose and Methodology In mid-1999, the federal government announced funding support for the Older Workers Pilot Projects Initiative (OWPPI). A federal-provincial/territorial partnership, the objective of the initiative was to develop and implement pilot projects to test innovative measures to re-integrate unemployed older workers into sustainable employment, or maintain employment for older workers threatened with unemployment. As the federal-provincial partnership in Prince Edward Island prepares to conclude its OWPPI work, project administrators are seeking to develop and implement a communications plan targeting Island employers and extolling the value of the older worker in the workforce. In support of the development of the communications plan, project administrators contracted to have market research completed that would provide insights into employer attitudes and perceptions towards older workers. The methodology for the research involved one-to-one telephone interviews with older workers and Prince Edward Island private sector employers. Separate interview instruments were developed for each cohort and 33 interviews were completed Island-wide with older workers while 45 interviews were completed Island-wide with employers. Due to sample selection techniques and sample size, the findings from this research provide valuable insights, but cannot be considered to be statistically valid and cannot be projected with accuracy to the population. However, high levels of response generally 70% and higher offer assurance that similar findings would be found if the entire population were surveyed.

6 2 2. Employer Findings What is your organization's primary business? Manufacturing Construction Retail Communications Real estate, property or business service Health or community services Cultural or recreational services Personal services Other Approximately how many employees do you have reponsibility for? 1 to 5 6 to to to 50 >50 Exhibit Exhibit 1 Which of the following age groups would the majority of your employees be in? Under to to to or older Don't know Exhibit Forty-five (45) private sector employers were interviewed to gain insights into older workers from the perspective of the employer. Among those interviewed, 28.9% reported manufacturing as their primary business, while 24.4% reported retail (Exhibit 1). The 26.7% in other were largely representative of the aquaculture and agriculture industries. Overall, a good mix of different types of businesses were interviewed. In terms of the Prince Edward Island labour market, research participants represented larger Island employers, with 35.6% reporting responsibilities for staff complements of more than 50 individuals, while 26.7% reported responsibilities for staff complements of between 21 and 50 individuals (Exhibit 2). With only 6.6% reporting responsibilities for staff complements of 10 or fewer individuals, the findings do not reflect micro businesses. Almost half of the interviewees (46.7%) estimated that the majority of their employees were in the 30 to 39 year old age bracket, with an equal distribution of either side of 20 to 29 (24.4%) and 40 to 49 (22.2%) (Exhibit 3). Exhibit 4 on the next page summarizes employee majority age groupings by

7 3 reported primary business. As can be seen, manufacturing and other, which is primarily aquaculture and agriculture, account for the largest percentage of 30 to 39 year olds at 11.1% and 13.3% respectively. % of N NO Manufacturing Construction Retail trade Communications Real estate, property or business services Health or community services Cultural or recreational services Personal services Other Age group of majority of employees < DK/NR 8.9% 11.1% 8.9% 28.9% 4.4% 4.4% 8.9% 8.9% 6.7% 24.4% 2.2% 2.2% 4.4% 2.2% 2.2% 2.2% 2.2% 2.2% 2.2% 2.2% 2.2% 4.4% 4.4% 13.3% 6.7% 2.2% 26.7% 2.2% 24.4% 46.7% 22.2% 2.2% 2.2% % Exhibit 4 Interviewees were asked at what age most employers begin considering an employee to be an older worker (Exhibit 5). The median age group was 50 to 54 years of age (26.7%), with three-quarters of the interviewees choosing an age that was 50 years of age or older. Interestingly, 24.4% of the interviewees considered the 40s (i.e., 40 to 49) to be the period when employers began considering an employee to be an older worker, while 31.1% reported an age that was 60 years or older. This wide difference in perception of at what age an employee becomes an older worker could potentially be significant in marketing the older worker to employers. At what age do you think most employers begin considering an employee to be an older worker? 40 to to to to to to Exhibit

8 4 From a choice of five challenges to recruiting or retaining employees, interviewees were asked to identify which challenges they were currently facing today (Exhibit 6). Almost half the interviewees (48.9%) reported that they experienced difficulty finding people with the appropriate skills and this was the most frequently cited challenge. Depending on the skills required, this situation may present an opportunity for skill retraining among older workers who have the appropriate aptitude. Finding people with the appropriate experience was the second most frequently cited challenge, but with a 35.6% frequency of mention, it was well back of the number one appropriate skills challenge. Interestingly, one-third of the interviewees reported finding people interested in doing the type of work required as a challenge. Of the 15 interviewees who mentioned this, four were in the retail industry while six were other employing a largely low skilled workforce.. Which of the following challenges do you face today finding or keeping employees Percent Finding people with the appropriate skills 48.9 Finding people with the appropriate experience 35.6 Finding people interested in doing the type of work required 33.3 Providing sufficient hours of work 22.2 Finding people who will work for the wages offered 28.9 Exhibit 6 Interviewees were asked if they were currently experiencing any difficulty recruiting/retaining employees and if they anticipated difficulty over the next five years (Exhibits 17,18). Half of the interviewees (51.1%) reported that they were currently experiencing difficulty while 68.9% reported that they anticipated difficulty over the next five years. Are you presently experiencing any difficulty recruiting or retaining employees? Yes No Don't know/no response Exhibit Do you anticipate any difficulty recruiting or retaining employees over the next five years? Yes No Don't know/no response Exhibit The majority of retail interviewees reported that they do not presently experience difficulty in recruiting/retaining staff, but most expect that they will have difficulty over the next five years (Exhibits 9,10). There was little change among manufacturing interviewees between those experiencing difficulty today and those anticipating difficulty over the next five years, while the other industries, primarily aquaculture and agriculture, reporting having difficulty today as well as over the next five years.

9 5 % of N NO Presently experiencing difficulty recruiting or retaining employees. Yes No DK/NR Manufacturing 15.6% 11.1% 2.2% 28.9% Construction 4.4% 4.4% Retail 4.4% 20.0% 24.4% Communications 2.2% 2.2% 4.4% Real estate, property or business services 2.2% 2.2% Health or community services 2.2% 2.2% Cultural or recreational services 2.2% 2.2% Personal services 4.4% 4.4% Other 22.2% 4.4% 26.7% 51.1% 46.7% 2.2% % Exhibit 9 % of N NO Anticipate difficulty recruiting/retaining employees over the next five years. Yes No DK/NR Manufacturing 20.0% 8.9% 28.9% Construction 2.2% 2.2% 4.4% Retail 15.6% 8.9% 24.4% Communications 4.4% 4.4% Real estate, property or business services 2.2% 2.2% Health or community services 2.2% 2.2% Cultural or recreational services 2.2% 2.2% Personal services 2.2% 2.2% 4.4% Other 22.2% 4.4% 26.7% 68.9% 28.9% 2.2% % Exhibit 10 For the purpose of this research, an older worker was defined as someone 50 years of age or older. To better understand employer attitudes and perceptions towards older workers, interviewees were presented with a series of statements about older workers and asked whether they agreed, disagreed or didn t know. A first set of statements presented to interviewees dealt with possible advantages that an older worker may have over a younger worker. In Exhibit 11 on the next page, interviewee response to the 13 advantage statements is presented and ranked from highest percentage of agreement to lowest. As can be seen, the highest level of agreement (91.1%) was that older workers add diversity of thought or approach to projects. The second highest level of agreement (86.7%) was that older workers are better mentors for workers with less experience. The lowest level of agreement (40.0%) was for the statement that older workers have no strong advantage over younger workers. Seven of the 13 statements scored agreement levels of 70% or higher. This level of response to these statements generally offers assurance that similar findings would be found if the entire population of private sector Island employers were surveyed.

10 6 Using 50 years of age or older to describe an older worker, tell me if you agree, disagree or don't know for each of the following advantages that an older worker may have over a younger worker. Percent Agree Disagree Don't know Older workers add diversity of thought or approach to projects Older workers are better mentors for workers with less experience Older workers are more flexible Older workers bring more valuable experience to the job Older workers have higher employment retention rates Older workers are more loyal Older workers have more knowledge and skills Older workers have a stronger work ethic Older workers have better networks of contacts and clients Older workers provide better leadership Older workers are more productive Older workers take and follow direction better Older workers have no strong advantage over younger workers Exhibit 11 A second set of statements presented to interviewees dealt with possible disadvantages to hiring an older worker instead of a younger worker. In Exhibit 12 below, interviewee response to the 12 disadvantage statements is presented and ranked from highest percentage of agreement to lowest. Using 50 years of age or older to describe an older worker, tell me if you agree, disagree or don't know for each of the following possible disadvantages to hiring an older worker over a younger worker. Percent Agree Disagree Don't know There are no real disadvantages to hiring an older worker Older workers cause expenses such as health and insurance benefits to rise Older workers expect higher wages than a younger worker for the same work Older workers cannot keep up with advances in technology Retraining or upgrading older workers is more expensive than for younger workers Older workers don't have the physical stamina required on the job Older workers do not have the same drive as younger workers Older worker stifle creativity and originality Older workers are generally less flexible in taking direction or doing their job Older workers are more likely to take more personal time from work Older workers don't have the mental stamina required on the job Older workers do not work well with younger workers Exhibit 12 The statement scoring the highest level of agreement (68.9%) is actually a positive rather than a negative: There are no real disadvantages to hiring an older worker. The second highest level of agreement (48.9%) was for the statement that older workers cause expenses such as health and insurance benefits to rise.

11 7 As 11 of the 12 statements were negative, a disagree response is a positive response and the level of disagreement to these statements provides important insights. The statement scoring the highest level of disagreement (93.3%) was that older workers do not work well with younger workers. This was followed by older workers don t have the mental stamina required on the job with a 91.1% level of disagreement. Once again, levels of agreement or disagreement 70% and higher generally offers assurance that similar findings would be found if the entire population of private sector Island employers were surveyed. It is worthwhile to examine more closely the summary statements from each set of statements: 1. Older workers have no strong advantage over younger workers. 2. There are no real disadvantages to hiring an older worker. The first summary statement generated a 40.0% agree/55.6% disagree response from interviewees while the second generated a 68.9% agree/24.4% disagree response. Response to the first statement suggests that, potentially, a good percentage of employers inherently believe that older workers do have strong advantages over younger workers. Unfortunately, while the response is a potential indicator, it is not of sufficient strength to establish an acceptable level of confidence to extrapolate the findings to the Island employer population. The strength of response to the second statement offers a higher level of confidence that similar findings would likely result if the employer population as a whole were sampled. The response suggests that a large number of employers believe that an older worker is equally employable as a younger worker. From a communication perspective, there is value in leveraging this belief, but the almost 25% of interviewees who disagreed cannot be ignored and any communication message must address these employer doubts as well. Findings from these two sets of statements identify valuable potential recruitment/retainment motivators that could be incorporated into the communications plan targeting employers. They include: 1. Older workers add diversity of thought or approach to projects. 2. Older workers are good mentors for workers with less experience. 3. Older workers are flexible in taking direction or doing their job. 4. Older workers bring valuable experience to the job. 5. Older workers have high employment retention rates. 6. Older workers are loyal. 7. Older workers have knowledge and skills. 8. Older workers have the same drive as younger workers. 9. Older worker offer creativity and originality. 10. Older workers are less likely to take more personal time from work. 11. Older workers have the mental stamina required on the job. 12. Older workers work well with younger workers. Working with these motivators, appropriate benefit statements can be developed and communicated as well to employers.

12 8 3. Older Worker Findings Which of the following categories includes your age to to to 64 Exhibit Are you presently employed? Yes No Which of the following best describes your work background... Labourer Skilled tradesperson or technician Clerical or office worker Manager Sales or personal service worker Professional Other DK/NR Exhibit Exhibit 15 Thirty-three (33) older workers across the Island were interviewed one-to-one by telephone. Among these workers, the majority (60.6%) reported that they were between the ages of 55 and 59 years (Exhibit 13). An approximately equal number of interviewees were slightly younger (50 to 54 years of age) (18.2%) and older (60 to 64 years of age) (21.2%). The work background of the interviewees was well distributed with the highest number of interviewees (30.3%) reporting that their work background was clerical or office worker. Manager was the second highest reported work background with a response of 18.2%. More than half the interviewees (54.5%) reported that they were presently not employed (Exhibit 15). Interestingly, unemployment was highest (66.7%) among the youngest age group (50 to 54 years old) and lowest (42.9%) among the oldest age group (60 to 64 years old) (Exhibit 16). % of N in Q4 CTRL Age 50 to to to 64 Exhibit 16 Presently employed Yes No 33.3% 66.7% % 45.0% 55.0% % 57.1% 42.9% % 45.5% 54.5% % Among the employed workers, 40% considered themselves to be overqualified for the work they were doing (Exhibit 17). Between age groups, no one in the oldest 60 to 64 years old group considered themselves to be overqualified while perceptions of being overqualified were approximately 50% for the 50 to 54 years old and 55 to 59 years old age groups. % of N in Q5 CTRL Age 50 to to to 64 Exhibit 17 Does employed worker consider themselves to be overqualifed Yes No 50.0% 50.0% % 55.6% 44.4% % % % 40.0% 60.0% %

13 9 In addition, among those employed, job satisfaction appears to be highest among the oldest age group with 75% reporting that they would not prefer to be doing different or working for a different employer (Exhibit 18). In sharp contrast to this, all of the employed interviewees in the 50 to 54 years old age group reported that they would prefer to be either doing different work or working for a different employer. % of N in Q6 CTRL Age 50 to to to 64 Exhibit 18 Would employed workers prefer to be doing different work or working for another employer Yes No DK/NR % % 66.7% 22.2% 11.1% % 25.0% 75.0% % 60.0% 33.3% 6.7% % Not surprisingly, the vast majority (83.3%) of the employed interviewees who considered themselves to be overqualified in their current employment reported that they would prefer to be doing different work or working for a different employer (Exhibit 19). % of N in Q6 CTRL Perception of qualifications Consider themselves to be overqualified Do not consider themselves to be overqualified Would employed workers prefer to be doing different work or working for a different employer Yes No DK/NR 83.3% 16.7% % 44.4% 44.4% 11.1% % 60.0% 33.3% 6.7% % Exhibit 19 Among the older worker interviewees, 39.4% perceived that employers began considering an employee to be an older worker in the 50 to 54 years age range (Exhibit 20). In comparing the response from older workers and the response from employers (Exhibit 21), it is notable that older workers appear to have the perception that employers begin considering an employee as an older worker at a younger age than employers themselves do. For example, 33.4% of the older worker interviewees chose an age under 50 while only 24.5% of the employer interviewees did. Also, only 12.1% of the older worker interviewees chose an age 60 or older, compared to the 31.1% of employer interviewees who did. At what age do you think most employers begin considering an employee to be an older worker? 40 to to to to to DK/NR Exhibit 20 Older worker interviewees At what age do you think most employers begin considering an employee to be an older worker? 40 to to to to to to Exhibit 21 Employer interviewees

14 10 Both unemployed and unsatisfied employed older worker interviewees were asked what impact age had on their employment situation. Among the unemployed, the majority (57.9%) reported that age had a lot to do with their unemployment situation while 31.6% reported some effect (Exhibit 22). With 89.5% reporting either some or a lot, the unemployed older worker clearly sees age as having a negative effect on their ability to find employment. Response among interviewees employed but apparently dissatisfied with their employment situation was much less clear. For instance, 50% reported that age had very little to do with the fact that the interviewee wanted, but was not, doing other work or working for another company (Exhibit 23). How much of an effect does your age have on he fact that you are not presently working? Is it.. Very little Some A lot DK/NR Exhibit How much of an effect does you ago have on the fact that you are not doing other work or working for another company? Is it... Very little Some A lot DK/NR Exhibit All interviewees were asked to identify the greatest personal challenge they faced in finding or keeping satisfactory employment. Response overall was mixed with 36.4% reporting age, which was only slightly higher than health at 33.3% (Exhibit 24). Another 24.2% reported job skills. The health response is interesting in that it is not known whether respondents have a health condition which impacts on employability, or whether they are concerned about a health situation arising that would impact on employability. What is the greatest personal challenge that you face in finding or keeping satisfactory employment? Would it be... Your health Your age Your job skills Something else Exhibit Exhibits 25 and 26 on the next page examine job security concerns against current employment status and interviewee age. P Health At 33.3% each, concern over health is equal between the employed and unemployed. However, concern over health is highest among the 55 to 59 years old age group (40%) and lowest among the older 60 to 64 years old age group (14.3%). This may be a reflection of more individuals in the older age group approaching retirement age and long-term employability becoming less significant.

15 11 % of N in Q9 CTRL % of N in Q9 CTRL Greatest concern Health Age Job skills Other Exhibit 25 Employment status Employed Unemployed 33.3% 33.3% 33.3% 26.7% 44.4% 36.4% 40.0% 11.1% 24.2% 11.1% 6.1% % % % Greatest concern Health Age Job skills Other Exhibit 26 Age 50 to 55 to 60 to % 40.0% 14.3% 33.3% 16.7% 40.0% 42.9% 36.4% 33.3% 15.0% 42.9% 24.2% 16.7% 5.0% 6.1% % % % % P Age With a 36.4% response, age was the greatest employability concern overall, just slightly ahead of health. In looking at employability concerns by current employment status, age was of greater concern among the unemployed (44.4%) than among the employed (26.7%) (Exhibit 25). In terms of interviewee age, age was of least concern among the 50 to 54 years old age group, and roughly equal among the older age groups at 40% for the 55 to 59 year olds and 42.9% for the 60 to 64 year olds. P Job Skills With only 11.1% reporting job skills as their greatest concern, unemployed interviewees clearly saw other issues as having a greater impact on employability. However, 40% of the employed reported job skills as their greatest concern, the highest score among this group. In terms of interviewee age, response was varied with 42.9% of 60 to 64 year olds reporting job skills as their primary concern, 33.3% of 50 to 54 year olds, and only Three questions were asked of all interviewees dealing with employment discrimination. The first (Exhibit 27) was whether interviewees had ever been discriminated against because of their age when apply for jobs. More than half (54.5%) reported that they had, with 39.4% reporting that they had not. Have you ever been discriminated against applying for jobs because of your age? Yes No DK/NR Exhibit The second question was whether or not the interviewees had ever experienced positive discrimination or favouritism on the job because of their age as an older worker (Exhibit 28). A large majority (69.7%) reported no. Have you ever experienced positive discrimination or favouritism on the job because of your age as an older worker? Yes No DK/NR Exhibit

16 12 The third discrimination question asked interviewees if they had ever experienced any of five types of on-the-job discrimination because of their age (Exhibit 29). Reports of not having been discriminated against were very high across all five types of discrimination, ranging from a low no response of 84.8% to a high no response of 90.9%. With a yes response of 15.2%, being passed over for promotion was the highest reported form of on-the-job discrimination due to age. Have you ever been discriminated against on the job because of your age in any of the following ways Percent Yes No DK/NR Passed over for promotion Passed over for training or skills upgrade Treated unfairly with work assignments Treated unfairly with hours of work or overtime Laid off Exhibit 29 In a similar way as the employer interviews, older worker interviewees were asked to compare older and younger workers against 17 employee qualities in terms of which age group best exhibits the quality. Exhibit 30 below summarizes response in descending rank by the older worker category. This ranking highlights perceived strengths of older workers. As can be seen, interviewees clearly perceived older workers as being stronger than younger workers in the area of personal attitude (i.e., strong work ethic, employer loyalty, ability to follow direction and responsibility). There would appear to be commonalities with these findings and those of the employer interviews. Using 50 years of age or older to describe an older worker, tell me if older workers, younger workers or neither age group best exhibits each of the following qualities. If you don't know or have no opinion, please tell me. Percent Older Younger Neither Don't Know Strong work ethic Employer loyalty Ability to follow direction Responsibility Written communication skills Verbal communication skills Adaptability Motiviation Flexibility Leadership Confidence Enthusiasm Good judgement Productivity (amount of work done) Creativity Innovation Computer experience Exhibit 30 Descending rank by older worker

17 13 Exhibit 31 below summarizes the worker quality response ranked in descending order by the younger worker category. Conversely to the ranking on the previous page, this ranking highlights perceived weaknesses of older workers. Older workers clearly perceive themselves as being on par with younger workers as only one worker quality, computer experience, generated a response that could be considered a significant ranking (78.8%). Using 50 years of age or older to describe an older worker, tell me if older workers, younger workers or neither age group best exhibits each of the following qualities. If you don't know or have no opinion, please tell me. Percent Older Younger Neither Don't Know Computer experience Innovation Confidence Adaptability Leadership Productivity (amount of work done) Creativity Written communication skills Verbal communication skills Motiviation Enthusiasm Good judgement Flexibility Strong work ethic Employer loyalty Ability to follow direction Responsibility Exhibit 31 Descending rank by younger worker Overall, older worker interviewees ranked older workers higher than younger workers on 15 of 17 worker qualities, with a significant spread between the two groups on all 15 qualities. Lastly, interviewees were asked an open-ended question: What do you think is an employer s greatest concern that makes some discriminate against older workers when hiring? Responses are reported below and a review of the responses suggests that health and length of time an older worker will be on the job are two key issues perceived by interviewees. Ability to produce...productivity is the bottom line. Scared of health problems occurring. Employers work the younger people too hard and older workers won t work as hard as the younger. More likely to get sick. Your health and missed time. Waste of time training because they won t be with the company long. Health. Health.

18 14 Retraining, upgrading. Not able to do modern technology. Young people have longevity...older workers won t stay as long. Health and bosses are now younger and feel intimidated if they hire older workers. Length of time worker will be with the company. The long term look...older workers won t be able to stay many years. Health issues; how much time to retrain to get up to speed; length of time person will be employed with the company. Maybe older people don t stay around long enough. Skills aren t up to par. Computer experience is too limited. Middle-age managers don t want to invest in older workers and there s a mind set against older workers. Want to be surrounded by younger workers, especially females. Need to look good and older workers don t look good. Lack of strength. Health problems. Training costs and then leaving shortly after being hired for health problems. Young managers hire young workers. Health costs. Older workers aren t perfect looking. They believe the myths of the older worker. Past experiences with older workers haven t been good. Looks aren t so good. Health issues. Wages are too high for older, more experienced workers. Skills aren t as good as younger people. Not as much flexibility. Younger people are more attractive in the public s eye. They re worried about health and leaving the job early after the expense of training. Managers want young looking and attractive people. Younger people want to work with younger people. Obvious health problems and history of health and other problems. Younger workers have the new skills required and older don t. Salaries and benefits are too high with older workers. Older workers won t be around long enough to justify the cost of training. Older workers don t stay on the job long enough. Cost of health benefits and the higher wages that most older workers want/need.

19 15 Government wage subsidies are best if you hire a younger worker. Health. In summary, 33 older workers from across Prince Edward Island were interviewed, representing a diversity of age, employment status and work background. Overall, age was greatest overall concern with respect to future employability, but only marginally ahead of health. Unemployed older workers clearly see age as being a critical issue in obtaining employment, while it is perceived as being less critical by employed workers who would prefer to be in a different employment situation (i.e., either job or employer). While more than half the interviewees reported hiring discrimination due to age, few cases of workplace discrimination were reported. There is evidence of consistencies between employers and older workers in the perceived greatest strengths of older workers, which largely fall into the area of worker attitude such as ability to follow direction, work ethic and employer loyalty.