As the global workforce becomes increasingly diverse, more companies are recognizing the value of older workers. With decades of experience, a seasoned perspective, and a wealth of knowledge, employees over the age of 50 bring unique advantages to any workplace. Here are some of the most compelling benefits of hiring and retaining older workers in today’s business environment. 1. Extensive Experience and Knowledge Older workers often possess years, if not decades, of experience in their respective fields. This wealth of knowledge allows them to make informed decisions, mentor younger employees, and handle complex tasks with confidence. Unlike younger workers who may still be gaining proficiency, older employees often already have mastery over their roles and can offer insights into long-term industry trends and practices. 2. Strong Work Ethic Many older workers were raised in an era that emphasized the importance of hard work, discipline, and loyalty. This translates to a strong sense of responsibility and dedication to their job, often resulting in higher productivity and reliability. They are often known for being punctual, meeting deadlines, and showing resilience in the face of challenges. 3. Mentorship and Knowledge Transfer With their vast experience, older employees can serve as invaluable mentors to younger generations of workers. This is particularly important for companies focused on succession planning and knowledge transfer. The wisdom and practical insights that older workers share can help shape the careers of younger colleagues, ensuring that institutional knowledge is passed down and that younger workers develop essential skills more quickly. 4. Stability and Low Turnover Older workers are less likely to job-hop compared to their younger counterparts. Many have already achieved career satisfaction and are more inclined to stay in a position long-term. This loyalty can reduce recruitment and training costs, which can be a significant advantage for companies that are striving for stability and continuity. 5. Enhanced Problem-Solving Skills With years of experience comes a refined ability to solve problems creatively and efficiently. Older workers have often encountered a wide variety of challenges throughout their careers, equipping them with the capacity to think critically and develop solutions under pressure. They can draw from past experiences to offer solutions that younger employees might not immediately consider. 6. Adaptability to Change Contrary to the stereotype that older workers resist change, many have had to adapt to significant shifts in technology, work culture, and industry demands throughout their careers. The key is to recognize that while older workers might approach new technology or processes differently, they are often open to learning, especially when given proper training and time. Their adaptability is a valuable asset in today’s fast-paced, ever-changing work environment. 7. Diversity of Thought A workplace that values diverse perspectives often makes better decisions and fosters innovation. Older workers bring a different point of view, shaped by a lifetime of experiences and professional challenges. This diversity of thought can lead to more comprehensive problem-solving, better customer relations (especially with older clients), and innovative approaches that might otherwise be overlooked. 8. Stronger Interpersonal Skills Years in the workforce usually translate into well-developed interpersonal skills. Many older workers excel in managing relationships, resolving conflicts, and maintaining professionalism in even the most difficult situations. Their emotional intelligence and ability to handle interpersonal dynamics can help foster a more harmonious and collaborative work environment. 9. Credibility and Trust Older workers often command respect due to their extensive experience and knowledge. They can serve as credible leaders within the organization, whether formally in management roles or informally as trusted advisors. Their reputations, built over many years, can instill confidence in clients, colleagues, and stakeholders. 10. A Sense of Purpose Older workers, particularly those approaching retirement, may seek to continue working not just for financial reasons but for personal fulfillment. They often take pride in their work and are motivated by a strong sense of purpose. This commitment can lead to greater job satisfaction, loyalty, and overall performance. Conclusion Older workers are an underutilized asset in many workplaces, but their contributions are critical to creating a balanced, experienced, and effective team. By embracing the strengths that older employees bring, companies can benefit from a workforce that is knowledgeable, dependable, and capable of mentoring the next generation of talent. As the workforce continues to evolve, businesses that recognize the value of older workers will be better positioned for long-term success. Hiring older workers isn’t just about filling positions; it’s about investing in the future of your organization through the unique strengths they bring to the table.

Navigating the workplace can present unique challenges for individuals with disabilities. However, laws like the Americans with Disabilities Act (ADA) are designed to ensure that everyone has a fair opportunity to succeed at work. One of the most powerful tools within the ADA is the right to reasonable accommodations. But what exactly are reasonable accommodations, and how do they function in the modern workplace? What Are Reasonable Accommodations? Reasonable accommodations are changes or modifications to the workplace or job duties that enable an employee with a disability to perform their essential job functions. These adjustments can take many forms, depending on the specific needs of the individual. Some common examples include: The Interactive Process When an employee requests an accommodation, it triggers what is known as the “interactive process.” This is a dialogue between the employee and employer to determine what accommodations are necessary and feasible. Both parties are encouraged to work together to find a solution that enables the employee to continue working effectively without creating an undue hardship for the employer. What is an Undue Hardship? Employers are required to provide reasonable accommodations unless doing so would impose an undue hardship on the business. An undue hardship is defined as a significant difficulty or expense for the employer. Factors like the nature and cost of the accommodation, the overall financial resources of the employer, and the size of the business can all be considered when evaluating undue hardship. For example, a small business may not be able to afford certain expensive modifications that a larger corporation could easily implement. However, it’s important to note that employers cannot simply claim inconvenience as an undue hardship. They must prove that the accommodation would create significant financial or operational difficulties. Employee Rights and Employer Responsibilities Employees are responsible for disclosing their need for accommodation. Employers are not required to accommodate individuals if they are unaware of the need. Once the request is made, the employer should engage in the interactive process promptly and in good faith. Additionally, employers cannot retaliate against employees for requesting accommodations. The ADA protects workers from discrimination based on their disability and guarantees that they have equal access to employment opportunities. Common Misunderstandings A Win-Win for Employees and Employers Providing reasonable accommodations isn’t just a legal requirement; it’s also good business. When employees feel supported and equipped to do their jobs, it boosts morale, productivity, and retention. An inclusive workplace culture where everyone can thrive leads to better outcomes for both employees and employers. Conclusion Reasonable accommodations play a crucial role in fostering an inclusive and diverse workforce. By understanding employee rights and employer responsibilities, businesses can create supportive environments where everyone has the opportunity to contribute their talents and skills. Through the interactive process, companies can find solutions that help employees with disabilities succeed, while still maintaining efficient and productive operations. Creating a fair, accessible, and equitable workplace is not only the right thing to do—it’s also a key component of a successful business strategy.

The gig economy is rapidly reshaping the workforce, with millions of people opting for freelance and gig work over traditional employment. For employers, this shift presents unique opportunities and challenges. While gig workers can offer flexibility, specialized skills, and cost savings, treating them fairly is crucial to fostering positive, long-term relationships. Here are some key ways employers can ensure they treat gig workers with the respect and fairness they deserve. 1. Transparent Communication One of the most important ways to treat gig workers fairly is through clear and transparent communication. From the outset, employers should provide detailed project scopes, deadlines, and payment terms. Setting expectations for both parties helps avoid misunderstandings and sets the foundation for a successful working relationship. Transparency also extends to any changes in the project—whether it’s a shift in priorities, scope creep, or delays, keeping gig workers in the loop shows respect for their time and effort. 2. Timely and Fair Compensation Gig workers depend on timely payments to maintain their financial stability, as they don’t have the luxury of a steady paycheck. Employers should honor agreed-upon payment schedules and avoid delays. Additionally, compensation should be fair and competitive based on the worker’s skills, experience, and the market rate for similar work. When gig workers feel they are compensated fairly, they are more likely to deliver high-quality work and consider future collaborations with your company. 3. Respect for Autonomy One of the key differences between gig workers and traditional employees is the level of autonomy they expect. Employers should respect gig workers’ independence by allowing them to manage their own schedules and processes, as long as the agreed-upon results are delivered. Micromanaging or imposing overly rigid requirements can undermine the freelance relationship and blur the lines of independent contracting. By respecting gig workers’ freedom, you create a more positive and productive environment. 4. Providing the Right Tools and Resources Freelancers and gig workers often rely on their own tools and resources to get the job done, but in some cases, employers may need to provide access to specific software, systems, or information. Ensuring that gig workers have the tools they need to complete their work efficiently is not only fair but also beneficial to the company. A well-equipped worker is more likely to meet deadlines and deliver quality work, strengthening the overall partnership. 5. Acknowledging Their Contributions Gig workers, just like full-time employees, appreciate recognition for their contributions. A simple acknowledgment of a job well done can go a long way in building rapport and loyalty. Employers can create a culture of appreciation by providing positive feedback, celebrating milestones, or even offering opportunities for gig workers to participate in company events or projects that align with their skills. When gig workers feel valued, they are more likely to go above and beyond in their work. 6. Staying Compliant with Employment Laws One of the most critical aspects of treating gig workers fairly is ensuring compliance with labor laws. Misclassifying gig workers as independent contractors when they should be classified as employees can lead to serious legal and financial consequences. Employers need to stay informed about the laws governing worker classification, both at the federal and state levels, to avoid penalties and ensure that gig workers receive any benefits or protections to which they are entitled. This may include reviewing contracts regularly and seeking legal counsel to navigate complex regulations. 7. Offering Opportunities for Growth While gig workers may not seek the same career trajectory as full-time employees, many appreciate opportunities for professional growth and development. Employers can foster this by offering ongoing work, recommending freelancers for other projects, or providing feedback that helps them refine their skills. Some companies even offer limited access to training programs or resources that can help gig workers enhance their abilities, leading to better outcomes for both parties. Conclusion As the gig economy continues to grow, treating gig workers fairly is not just a legal obligation—it’s a strategic advantage. Employers who prioritize transparency, fair compensation, autonomy, and respect can build strong, lasting relationships with freelancers, leading to better results and a positive reputation in the marketplace. By recognizing the value gig workers bring to the table and treating them with the same respect as full-time employees, companies can thrive in this new era of work.

AUTHOR BIO: David McCall is the international president of the United Steelworkers Union (USW). CREDIT LINE: This article was produced by the Independent Media Institute. ARTICLE Wayne Creasy turned the corner in his municipal work truck, saw emergency vehicles idling at the railroad crossing, and instinctively pulled over to help. About 12 feet in the air, a railroad worker writhed in agony, pinned against his seat by a 39-foot-long, 1,500-pound slab of rail that fell from the claws of the crane he’d been operating. Creasy—crew chief for the Bloomsburg, Pennsylvania, Public Works Department and president of United Steelworkers (USW) Local 1928—knew exactly what to do. He summoned a town backhoe, moved a police car out of the way, and secured the backhoe’s chains to the piece of rail. Then he guided the backhoe operator, a fellow union member, as he hoisted the rail high enough for emergency workers to slide the man over the back of his seat to safety. Decades of union empowerment prepared Creasy to act decisively and heroically on that summer day. Now, swift passage of federal legislation, the Public Service Freedom to Negotiate Act, would help build the same kind of leadership, skill, and teamwork in communities nationwide. “We try to rise above and beyond,” Creasy, a town worker for nearly three decades, said of his 10-person crew, responsible for snow-clearing, street paving, flood control, tree maintenance, the town park, an airport, traffic signals, and many other community essentials. “If you know what to do, you do it.” Some states unfairly deny public servants—not only road crews but sanitation, maintenance, and office workers, among others—the same right to union membership that counterparts in the private sector enjoy. A right-wing governor in Wisconsin signed legislation in 2011, for example, that essentially eliminated bargaining rights for public workers there. In 2023, Florida’s anti-worker governor signed a law aimed at bankrupting and decimating public-sector unions, costing tens of thousands of workers their labor rights so far. And Louisiana’s Republican-controlled legislature in 2024 introduced several bills intended to strip public workers of their unions. The Public Service Freedom to Negotiate Act—backed by pro-worker members of Congress such as Senator Sherrod Brown of Ohio—evens the scales. It would guarantee public workers the right to unionize, negotiate collectively, and fight together for better working conditions. The bill also would bar states from imposing burdensome paperwork requirements on unions, as Florida has, and establish a process for resolving bargaining stalemates. “Protect yourself. Protect your rights. Protect your benefits,” said Creasy, urging public workers to organize for their own good and that of the taxpayers they serve. Union membership affords Creasy a say on the job and also provides him opportunities to learn new skills, take on additional responsibilities, and problem-solve. Safety trainings showed him to think his way out of perilous situations, and the union instilled in him the importance of leaving no one behind. All of that came together to save the crane operator. “I just had to help the guy… I represent the union, the USW, and it was the USW to the rescue,” said Creasy. “I’ve been with this department for 26 years. You see all sorts of situations. If you’re around heavy equipment, you know how to use it properly,” he explained. “No doubt at all. No hesitation,” Creasy said of his hastily devised rescue plan. “We knew we had to lift the rail off of him, and the only piece of equipment going to do it was the backhoe.” The Public Service Freedom to Negotiate Act would afford more public-sector workers the voice and resources needed not only to better protect the public but also to deliver services more efficiently and cost-effectively. “The union offers training you don’t get anywhere else,” said Kevin Ziolkovski, president of USW Local 9411, who’s aided accident victims, a person in anaphylactic shock, and other stricken members of the public while working for Groton (Connecticut) Utilities. At a recent labor conference, Ziolkovski trained on the use of Narcan, an emergency medication used to save overdose victims. Now, he plans to carry the medication with him on the job. The USW’s broad reach enables Ziolkovski and other public workers across the country to compare notes and develop best practices for serving their communities. And unions enable public workers to speak out about service gaps or other problems. “Because of the union, we are able to have some discussions we would be scared to have otherwise,” said Andrew Reed, president of USW Local 9187, which represents hundreds of workers in the Stark County, Ohio, Department of Jobs & Family Services. Reed and other union members stepped up, for example, when they realized that long wait times put callers to the county’s Human Services Division at increased risk. They spoke with county officials, juggled scheduling, and took other steps to drastically reduce the amount of time callers waited for help. In some cases, the changes shaved hours off of response times, said Reed, noting the agency provides food assistance, transportation, and other crucial services to residents in need. With the union looking out for safety and workplace conditions, Reed noted, “workers are able to focus more on serving the public.” In Bloomsburg, union solidarity not only enables Creasy’s crew members to work seamlessly together but fosters a greater shared commitment to the community they all call home. “They depend on us and look up to us,” he said of the town’s residents and merchants. “We’re here for the long haul.”