(Montreal) As part of efforts to maintain employment or recruit workers aged 60 to 69, the Conseil du patronat du Québec is launching a toolbox and a support service for employers.
Workers aged 60 to 69 are among the categories targeted to alleviate the labor shortage problem. Quebec is lagging behind Ontario in this regard. In 2021, 77,000 more workers aged 60 to 69 would have been needed to reach Ontario’s participation rate, according to the Employers’ Council.
“In Quebec, in the 25-55 age group, we have record participation in the labor market; we far exceed most OECD countries. From the age of 55, things get worse. There, our labor market participation rate declines rapidly and especially after the age of 60,” Denis Hamel, vice-president of the CPQ, reported in an interview.
It is in this context that the employers’ organization is launching a personalized support service to guide employers. An advisor will be able to provide up to 35 hours of personalized support, suggestions and advice on ways to review schedules, workstations or the organization of work, for example.
Around fifteen companies should benefit this fall and 75 in 2024, thanks to the support of the Ministry of Employment and Social Solidarity.
The CPQ documentation includes information and strategies for retaining these experienced workers and even recruiting them. For example, ergonomic aspects are mentioned such as the adaptation of workstations, as well as a reduced working week or flexible hours.
Mr. Hamel reports that when the CPQ conducted a consultation to find out what were the obstacles to hiring these people aged 60 to 69 or keeping them in employment, two elements emerged: schedules, such as the possibility of working part-time, and the “hardness” of the work, whether it is physically hard or involves too many responsibilities.
“Often, the senior manager will say “I need someone; I have to fill the position and it’s 35 hours/week.” It’s about convincing the person by saying “hire two people at 8 p.m., offering them a vacation, giving them time to go about their other activities,” Mr. Hamel illustrated.
Of all the avenues for solving labor shortage problems, this is one of those with the greatest chance of success, believes Mr. Hamel.
“These people are here; there is no question of work permits, recognition of acquired knowledge and skills. People can stay in the job market or return to the job market if they get bored. So I am very confident that we will succeed,” he concluded.
