As far as student summer jobs goes, it's not bad! You get to be outside, the pay is good, and the hours are early so you can still run off to another job. A position on the grounds-keeping crew at a golf course is the dream job for many students.
But among the young, mostly male, college students at one Edmonton golf course is Ken. He's a bit different than the others. When his shift ends at 9 a.m., he's heading home to watch the business channels on TV and check on his stock portfolio. After lunch with his wife, he'll read, take a nap, and putter around the garage. Ken will turn 70 in March.
For thousands of Canadians like Ken, reaching age 65 does not mean sitting on the couch. Nor is it likely to mean a residence on a Caribbean beach sipping drinks out of pineapples (as the RRSP brochures suggest). Most seniors are healthy, active, engaged and willing to participate in some level of work. Most, however, are not interested in the 50-plus-hour workweek they've left behind.
It was encouraging to see Monte Solberg, federal Minister of Human Resources and Social Development, announce last month the appointment of an expert panel to look into the issue of seniors in the workplace. Not only is this good news for seniors, it is great news for Western Canada's labour market -- one that is increasingly stretched to the limit for workers.
So what recommendations can the expert panel make that would more fully utilize the experience, knowledge, and strong work ethic of mature workers?
First, change the rules around the Canada Pension Plan that discourage mature workers from remaining partially attached to the work force. Given the opportunity to work part time -- or to work at jobs that are less demanding and lower paying -- many seniors would jump at the chance. But the rules of the CPP are stacked against them. The incentive is to drop out of the work force entirely.
Second, the private sector needs to engage mature workers. The companies that hand out gold watches to their 65-year-old workers are likely the same ones clamouring for new recruits at the college job fairs. The impending retirement crunch requires creativity in the tasks and positions offered to mature workers. Mentoring programs, flexible and seasonal working arrangements and more community-oriented positions are great opportunities for mature workers to remain active within the company, but without the burden of full-time work.
Third, offer more programs to train and educate mature workers in today's technology. Community groups, municipal programs and companies should look at ways to help seniors become more comfortable and confident with information technologies. Many IT-oriented jobs are ideal for seniors -- they're less physically demanding and often appropriate for work-from-home arrangements.
Finally, drop mandatory retirement legislation. Ontario finally did so last December. It's high time every province (pay attention, B.C. and Saskatchewan!) follow suit. Such laws do nothing but legalize discrimination against seniors.
Retirement at age 65 was established decades ago because it was fairly close to the average life expectancy. You worked your whole life, and then you died. The other rationale for retirement at age 65 was to make room for the legion of baby boomers entering the work force. Neither of those reasons are the least bit valid in 2007.
Today, the prospect of a vibrant life reaches for decades beyond age 65. Why would we continue to marginalize seniors who want to contribute to the economy and earn some money at the same time? Constant engagement, tasks to sharpen the mind and the body and a sense of accomplishment will reduce illness among seniors. It's even likely to extend life expectancy.
Mr. Solberg's expert panel on seniors is a great first step in addressing seniors' issues. For Western Canada's labour force shortages -- but more importantly, for the well-being of seniors themselves -- it's time to get on with it.
Todd Hirsch is chief economist at the Calgary-based Canada West Foundation. The views expressed are his own.