Older staff need flexible work options

first_img Comments are closed. Previous Article Next Article Employers must start providing better working conditions and provisions forolder employees or face difficulties in recruiting replacement staff in thefuture. Two separate reports show that changes are needed to build an olderworkforce because of Britain’s ageing population and the reduction in youngpeople available for work. Despite this, too few companies are addressing the impact of an ageingdemographic – even though the proportion of the population aged 50 and overwill rise from 33 per cent to 41 per cent in the next 25 years. The Barclays survey, undertaken by Third Age Research, suggests employeesare more likely to work on after retirement age if companies offer a flexibleworking environment, part-time work or less pressurised roles. The removal of tax penalties, and the introduction of cash incentives toreward loyalty, would also help employers persuade more staff to stay on atwork for longer. However, a separate report by the Joseph Rowntree Foundation warns thatpolicy measures enabling people to work past retirement must not force peopleto “work until they drop”. It says financial incentives would achieve little unless other barriers,including age discrimination and negative attitudes, are removed so olderpeople could stay in the labour market longer. Sam Mercer, director of the Employers Forum on Age, said introducing a fewpolicies was not enough because a major culture change was required. “If we are going to work longer, we have to start working in adifferent way. There needs to be flexible options for older staff and the restof the workforce,” she said. Related posts:No related photos. Older staff need flexible work optionsOn 9 Dec 2003 in Personnel Todaylast_img read more

Poverty simulation inspires awareness, empathy among credit union leaders

first_img 21SHARESShareShareSharePrintMailGooglePinterestDiggRedditStumbleuponDeliciousBufferTumblr New consumer profiles are emerging as key to the growth of credit unions, including the growing Hispanic market, immigrants, low-income households and Millennials. While the movement’s leaders may clearly see the need to adapt products, services and strategic plans to a new type of member, the resources to do it may not always be there.Fortunately, there are programs designed to help, specifically the low income (LI) and community development financial institution (CDFI) designation programs.This was one of several insights coming out of a collaborative round-table event we were proud to host alongside the Iowa Credit Union Foundation(ICUF) and the Iowa Credit Union League (ICUL). The topic was building understanding of the financial need of emerging markets and learning about resources available to best serve both existing and prospective members who comprise these critical consumer segments.One of the things we discussed during the round table was that all the resources in the world will not help move the needle if credit unions don’t first understand the market they are trying to serve. To this end, attendees had the opportunity to participate in a live poverty simulation. The poverty simulation, or Life Simulation, is designed to help credit union employees, volunteers and leadership begin to understand what it might be like to live in a typical low-income family, one that is trying to survive from month-to-month. continue reading »last_img read more