ABSTRACT
Our empirical analysis is based on Statistics Canada’s worker-firm matched data set, the 2003 Workplace and Employee Survey (WES). The sample size is substantial: about 4,000 workers over the age of 50 and 12,000 between the ages of 25 and 49. Training was a focus of the survey, which offers a wealth of worker-related and firm-related training variables. We found that the mean probability of receiving training was 9.3 percentage points higher for younger workers than for older ones. Almost half of the gap is explained by older workers having fewer training-associated characteristics (personal, employment, workplace, human resource practices and occupation/industry/region), and slightly more than half by them having a lower propensity to receive training, this being the gap that remained after we controlled for differences in training-associated characteristics. Their lower propensity to receive training likely reflects the higher opportunity cost of lost wages during the time spent in training, possible higher psychological costs and lower expected benefits due to their shorter remaining work-life and lower productivity gains from training, as discussed in the literature. The lower propensity of older workers to receive training tended to prevail across 54 different training measures, with notable exceptions discussed in detail. We found that older workers can be trained, but their training should be redesigned in several ways: by making instruction slower and self-paced;by assigning hands-on practical exercises;by providing modular training components to be taken in stages;by familiarizing the trainees with new equipment;and by minimizing required reading and amount of material covered. The concept of “one-size-fits- all” does not apply to the design and implementation of training programs for older workers.Alternate :Notre analyse empirique est fondée sur l’ensemble des données appariées entre les travailleurs et les entreprises de Statistique Canada, le Workplace and Employee Survey (WES) de 2003. La taille de l’échantillon est importante, environ 4 000 travailleurs de plus de 50 ans et 12 000 qui ont entre 25 et 49 ans. Cette enquête est centrée sur la formation, de sorte qu’elle comporte une multitude de variables sur ce sujet tant pour les travailleurs que pour les entreprises. Notre analyse économétrique a révélé que la probabilité moyenne de recevoir une formation était de 9,3 points de pourcentage plus élevée chez les jeunes que chez les travailleurs plus âgés. Près de la moitié de cet écart peut être attribué au fait que les travailleurs âgés ont moins de caractéristiques associées à la réception de la formation (c’est-à-dire caractéristiques personnelles, d’emploi, du milieu de travail, des pratiques en matière de ressources humaines et de la profession/industrie/région). D’autre part, un peu plus de la moitié de l’écart est attribué au fait qu’ils ont moins tendance à recevoir des formations après avoir pris en compte leurs caractéristiques. Cela reflète probablement un coût d’opportunité plus élevé des salaires perdus pendant la formation et des coûts psychiques possiblement plus élevés pour les travailleurs plus âgés. Comme le révèle la littérature, cela reflète aussi le fait qu’il y a moins d’avantages à former les personnes plus âgées en raison de leur horizon de vie professionnelle plus court et des gains de productivité plus faibles associés à la formation. La faible tendance des travailleurs âgés à recevoir une formation s’exprime dans 54 mesures de la formation, avec quelques exceptions notables. Nous constatons que les travailleurs âgés peuvent être formés, mais cela nécessite une formation conçue pour répondre aux besoins des travailleurs âgés. Ces caractéristiques comprennent une instruction plus lente et auto-rythmée, des exercices pratiques, des composants de formation modulaires qui se construisent par étapes, les familiariser avec de nouveaux équipements et minimiser la lecture requise et la quantité de matériel couvert. Le concept d’uniformité ne s’applique pas à la conception et à la mise en oeuvre de formations pour les travailleurs âgés.
ABSTRACT
Purpose>The prevalence and multi-system nature of post-COVID-19 symptoms warrants clearer understanding of their work ability implications within the working age population. An exploratory survey was undertaken to provide empirical evidence of the work-relevant experiences of workers recovering from COVID-19.Design/methodology/approach>A bespoke online survey based on a biopsychosocial framework ran between December 2020 and February 2021. It collected quantitative ratings of work ability and return-to-work status, qualitative responses about return-to-work experiences, obstacles and recommendations, along with views on employer benefits for making accommodations. A sample of 145 UK workers recovering from COVID-19 was recruited via social media, professional networks and industry contacts. Qualitative data was subject to thematic analysis. Participants were mainly from health/social care (50%) and educational settings (14%).Findings>Just over 90% indicated that they had experienced at least some post-COVID-19 symptoms, notably fatigue and cognitive effects. For 55%, symptoms lasted longer than six months. Only 15% had managed a full return-to-work. Of the 88 who provided workability ratings, just 13 and 18% respectively rated their physical and mental workability as good or very good. Difficulties in resuming work were attributed to symptom unpredictability, their interaction with job demands, managing symptoms and demands in parallel, unhelpful attitudes and expectations. Manager and peer support was reported as variable.Originality/value>Workplace health management characterised by flexible long-term collaborative return-to-work planning, supported by more COVID-centric absence policies and organisational cultures, appear pivotal for sustaining the return-to-work of the large segments of the global workforce affected by post-COVID-19 symptoms.