Like in most industrialized countries, the Canadian population is aging due to a low fertility rate and a longer life expectancy. The number of young workers entering the labour market is not offsetting the loss of older workers who are retiring, which is causing a labour shortage that is already being felt in many sectors.(1) As a result, recruiting experienced and skilled workers has become a challenge. No wonder companies are putting in place incentives to hire older workers or to retain older workers who are contemplating retirement. Governments are also involved in introducing fiscal measures to delay workers’ retirement or to encourage those in retirement to return to the labour market.(2)
Although there is a desperate need for experienced and skilled labour, older workers are facing challenges. In fact, many of them face stereotypes, prejudices and discrimination because of their age.(3) This phenomenon, known as ageism, is widespread and has adverse effects on the health and well-being of older workers, while marginalizing and excluding them. It can also have devastating impacts on the work climate and organizational productivity.(4) Can research evidence shed light on this phenomenon?