Hospitality Industry: Guide Issued for UK Employers To Retain and Recruit Older Workers

The Institute of Hospitality has issued an official knowledge pack--available to both non-members and members--designed for hospitality sector stakeholders to understand and explain the benefits of older (50+) worker recruitment and retention. Issued as part of the Institute's ongoing campaign to raise awareness of age diversity in the workplace, "The case for recruiting and retaining older workers: a business imperative for the Hospitality sector" has been produced by Capita Consulting on behalf of the Department for Work and Pensions, and presents the business rationale for continuing to promote and support ongoing activity on the older worker agenda.

Among other things, the guide:

• Highlights forthcoming demographic changes and the impact that these will have on both customers and employment patterns in the hospitality sector.
• Identifies barriers to older worker participation in the hospitality industry.
• Demonstrates how an older workforce can help address sector challenges (e.g. around skills shortages and poor customer service) via research, case studies and employer stories.
• Provides links to generic and sector specific good practice management guides/articles and information that can be adapted and disseminated to hospitality sector employers.

Source: Institute of Hospitality News Release (January 2012)

Research: Skill Shortages in Food and Accommodation Industries May Benefit from Aging Population

In published research identifying pressures from low skills, lack of training, and excess turnover in the accommodation and food sectors, the aging population was pointed out as one potential bright spot. According to "Talent Pressures and the Aging Workforce: Responsive Action Steps for the Accommodation & Food Services Sector", published by Sloan Center on Aging & Work at Boston College, the aging of the population may offer employers in this sector new opportunities to employ new workers in new ways. In particular, "[t]here is evidence to suggest that the job flexibilities available in accommodation and food services offer promise as a means of attracting these older workers."

[Employers in this sector] are experiencing even greater skill shortages than other sectors, employers in accommodation and food services appear to be responding in a more aggressive fashion in advancing flexible work arrangements. Many of these employers, nevertheless, are also operating “in the dark,” and have surprisingly limited understanding of the demographic make-up of their workforces, the skills shortages that may be on the horizon, and the competency sets of their current employees.

While he exit of older workers from accommodation and food services may exacerbate the impact of talent shortages, the impact may be minimized--and the potential for hiring seen--since tis sector is also heavily reliant on younger workers, with only 8% of its workforce in 2007 beibg aged 55 or older.

Source: Sloan Center on Aging & Work at Boston College Publication News (June 2010)

Research: Older Workers Good Fit for Hospitality Industry without Needing New Skills Training

A study of the employment of older workers in a range of organizations from Scotland's hospitality sector and visitor attraction centers, has found that, in terms of older workers, workforce development might best be focused on utilizing existing skills rather than acquiring new ones. According to Dr. Roy Canning of the University of Stirling, "in many cases older workers were very much the sort of people who fit in with what the hospitality industry is looking for. They are flexible and can work seasonal and odd hours for competitive wages, as the post-retirement job often is a supplement for their pension."

Older workers were found to be generally highly valued employees within organizations, especially since they could contribute experiences as former employees from related enterprises and would provide informal support of colleagues. In addition, older workers were seen as reliable with excellent customer service skill-sets and a strong work ethic, and there were few conflict situations between them and younger managers.

Canning first published results of his investigation in "Tapping older workers' experience", the summer 2010 issue of "Society Today", the journal of the ESRC (Economic and Social Research Council):

Findings further suggest there is no need to try and shape the occupational identity of older workers. A good fit can be achieved by recruitment and selection followed by appropriate training and development. Training and development interventions for older workers should, on the most part, concentrate on team building, skill utilisation within collaborative practice and encouragement of self-directed learning.

Source: University of Stirling News Release (July 9, 2010)