Canada’s Answer to the Great Resignation? Behold the Great Retirement
Summary
And so, this certainly means that employers across the country can breathe a sigh of relief, since unlike their American counterparts they don’t have to worry about mass resignations and hyper-competitive talent markets, right? There are two action items: be proactive about making the workplace older worker-friendly, and verify (and through a third-party if necessary) that subtle and systemic age discrimination has not taken root. The Society for Human Resources Management (SHRM) and HR Daily Advisor, respectively, suggest these best practices for making the workplace attractive and inviting for older workers: • Include people of all ages in your diversity and inclusion (D&I) strategy. • Avoid terms in job ads like “high-potential” and “energetic” and “digital native” which can be viewed as code for “young.” • Use employees’ personal stories as a way to challenge age stereotypes. The SHRM and AARP, respectively, highlight these subtle signs: • Laying off older workers while simultaneously hiring younger ones.
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