By Shukry Rashid
Much has been done by the tripartite partners to help mature workers in Singapore over the years. Re-employment age has gone up, and will increase further to 67 next year. The Tripartite Alliance for Fair and Progressive Employment Practices (TAFEP) has been set up to promote and ensure fair employment practices, and grants and incentives for employers to re-design jobs and hire mature workers are also available.
But why is it imperative that Singapore provides for mature workers’ employment and employability? It is because of the declining birth rate, which is not enough to replace those retiring.
By 2020, for every retiring local, 1.1 locals are expected to enter the workforce, down from 1.4 in 2015. This is according to a statement by the Ministry of Manpower (MOM) on labour market developments released this year.
Singapore’s labour force participation rate is also at 83.1 per cent for residents aged 25 to 64 in 2015, already higher than many economies. This, coupled with the Government’s recent policies to reduce foreign manpower, means that tapping on mature workers is the only way to sustain the economy.
This sentiment is shared by NTUC Deputy Secretary-General (DSG) Heng Chee How.
“This means that what we’ve already got is pretty much quite near what we can potentially get,” he said.
Employers’ Role
DSG Heng, who also champions mature workers through the Labour Movement, said that the above scenario is what they want employers to understand.
According to him, even though much has been done to help employers, there are many who are under-utilising their mature workers.
He added: “That represents a strategic waste. It is counter-productive to the companies themselves and to our economy – not to say that it is unfair to mature workers who can and want to continue to contribute.”
Companies should also train their mature workers for new equipment and work processes, and not only focus on training the younger workers.
“They may have the feeling or mental model that they should invest more training in the younger workers rather than the older because the younger ones have a longer runway.
“But if you do, you will pay a price. Because the mature worker’s saw is blunt, his performance will be affected and it will reinforce your prejudice towards mature workers,” he added.
Mature workers also tend to be more loyal and not be as “adventurous” as the younger ones who tend to switch jobs every few years.
This statement was further reiterated by NTUC’s U Live @ Work Director James Tan, who said: “Mature workers are known for their commitment to their work for the betterment of the company and its customers’ base.”
Workers’ Mindset and Attitude
Mature workers may also have to change their mindset that productivity initiatives, such as automation, may affect their livelihood by replacing their jobs with machines. DSG Heng said that they have to embrace technology as it evolves with time.
“You must therefore adapt and learn to work as technology, work processes and equipment change. Don’t ask for the past to stay with you, but see yourself as part of an evolving future. That is important, especially attitude towards your own employability” he stressed.
Further Improvement
An area DSG Heng is further exploring is the variegated retirement age for workers from different sectors. This was last recommended for by the Labour Movement in this year’s Budget.
He said this in the context of sectorial tripartism where the partners in the different sector can ready themselves for such discussions in the future.
Source: NTUC This Week
