legislated duty to report abuse
intervention powers and agencies
311-style- elder abuse hotline
Shelters tailored to the needs of older persons
Specialized prosecution support for criminal prosecutions
Victim services agencies with expertise to deal with elder abuse
Social inclusion
Social participation and inclusion are critical components of healthy ageing. All levels of government have a role to play. At the municipal level, for example, age-friendly cities provide affordable opportunities for life-long learning, physical activity and retain adequate safeguards against senior neglect and abuse. At the provincial and federal levels, there is a need to help people who will be obliged to continue working to weather the economic downturn and those who simply value the dignity of work. Finally, the affordability of their daily living will continue to challenge older Canadians, especially as there is a strong trend toward urbanization among Canadian seniors.
Older Workers
Employment is vital to equal participation and opportunity in society. It is also central to a person’s sense of dignity and self-worth. Age discrimination in employment, particularly negative assumptions and stereotypes about older workers, is a serious concern. In addition, the weakening Canadian economy has demonstrated that older workers are particularly disadvantaged by rising job losses and inability to find new, similar-paying work. In the past year the average period of unemployment has risen by over three weeks which has a significant impact on the immediate financial and physical wellbeing of older workers and leaves them ill equipped to transition to new employment. The Federal government’s recent introduction of legislation that would temporarily provide additional Employment Insurance (EI) regular benefits to unemployed long-tenured workers signals an increased awareness of the scale of the challenges that the economic downturn has imposed on older workers.
The Organization for Economic Co-operation and Development has stated that raising the employment rate for older workers is critical to softening the blow of a shrinking labour force, which they foresee will have “major consequences for economic growth, public finance and living standards” in countries with aging populations[ii][ii]. The Canadian Conference Board has predicted severe labour shortages over the next decade.
There is a clear need for strategies to attract and retain older workers. 67% of Canadian employers do not have a strategy in place to recruit or retain workers aged 50-plus and only 24% have implemented retention strategies to keep them participating in the workforce. The 2007 Expert Panel on the Aging Worker identified the enhancement of the labour market prospects of older workers and support of displaced workers as the key themes in need of government attention and action.
Provincial governments should undertake a review of the tax and pension systems in order to remove systemic barriers and disincentives to work affecting older workers. The end goal of such an audit would be to ensure that these systems provide choice and flexibility for older workers who would like to continue their participation in the work force. Governments can also enhance older worker labour force participation by executing a comprehensive and sustained awareness campaign to promote the merits of older worker participation in the labour force, reduce ageism and remove negative stereotypes surrounding older workers. Finally, the improvement and expansion of provincial transitional programs for older workers would constitute an effective response to the rising number of displaced older workers.
