TARGETING OLDER WORKERS AND THE 'SANDWICH GENERATION'
The world changed drastically in the last year and a half. The pandemic has forced many companies to adopt remote work. This enabled employees to have flexible work schedules and more autonomy. However, as the pandemic lessens, companies are returning to the old ways. The trend requires employees to come back to office. This is known as the “Return to Office, or RTO.” Unfortunately, this latest trend is being used as a layoff tactic. It clearly targets older workers and the ‘Sandwich Generation.’ This article, discusses how the RTO movement can negatively impact these two segments of the workforce.
Workforces are Adapting - Why Rush Back to Office?
Companies quickly adjusted their business models and embraced new processes when the pandemic hit. Remote work became the norm, allowing employees the flexibility to balance personal and professional priorities. This sudden shift also brought cost savings as businesses eliminated expenses like office rent, utilities, and supplies. In fact, a recent survey found that 59% of U.S. office workers prefer remote work. With such success, why would companies rush back to the old ways?
Let me share an example from my former employer, AT&T. Over the past few years, AT&T made the decision to close the majority of its 350 nationwide offices, keeping only nine hubs. Unfortunately, this left employees who couldn’t relocate or commute to a hub in a difficult position, requiring them to uproot their entire families.
The shift to remote work has undoubtedly proven its worth, offering numerous benefits to both companies and employees.
Older Employees and the 'Sandwich Generation' Are Affected the Most
The “Return to Office” trend has a significant impact on older employees and the ‘Sandwich Generation,’ which refers to individuals who balance caring for aging parents and school-aged children concurrently. This group has experienced substantial emotional and financial difficulties during the pandemic. Unfortunately, relocating their entire family to a new office location is not a viable option. Employers must not exploit the sandwich generation by forcing them to choose between their personal responsibilities and their careers. This trend disproportionately affects older employees, who are already marginalized and at risk. The new terms often prove burdensome for them. The demands of the ‘Return to Office’ can be strategically employed to target experienced, higher-paid older staff members. Conversely, new hires tend to be junior and have less experience, making them more adaptable to changes.
Remote Work Helps Older Employees Stay Safe, Productive and Respected.
As we age, our health becomes more precious than ever. That’s why many older employees are choosing remote work as their preferred option. By working from home, they can significantly reduce their risk of falling ill. Returning to an indoor office space can feel daunting for older workers. They may feel more vulnerable to illness and worry about the consequences. Remote work offers them a way to bypass these concerns and stay healthy.
And the benefits don’t end there. Working remotely also brings a better work-life balance for older employees. They can take care of their health, spend more time with loved ones, and enjoy the flexibility that remote work provides.
Remote work can also help combat ageism in the workplace. By shifting to remote work, we’ve shown that a physical office space is not necessary for productive work or quality relationships. It’s time to move away from traditional office culture, which too often discriminates against older workers. They deserve respect and accommodation, not blind adherence to outdated norms.
The Benefits of Flexible and Remote Work
Giving employees the opportunity to work remotely is hugely beneficial in several ways. It provides workers with a higher level of autonomy and allows them to take care of their responsibilities outside of work efficiently. If employees are productive and engaged, remote work also benefits companies as it saves money on building rental costs, taxes, utilities, office equipment, and upkeep costs. Telework can benefit the environment as well, reducing carbon emissions from transportation.
What Are Employers Missing in this Equation?
It’s important for employers to think critically about how their Return to Office policies will affect their employees. Corporations need to take into account the unique challenges that workers may face in having to relocate their families. Companies like AT&T should consider the potential biases of RTO policies against older workers, and take steps to ensure that all employees are treated equitably under any new policy.
Employers have a responsibility to create workplace policies which are fair, equitable, and accessible for all employees regardless of their age or family situation. It’s important for companies to recognize the potential biases of their RTO policies, and work to create an inclusive workplace environment that values employees of all ages and backgrounds. Employers can do this by offering flexible work policies which take into account individual circumstances, as well as considering the needs of remote workers when formulating new Return to Office policies. By taking these steps, employers can ensure that their Return to Office policies create an inclusive workplace that values its employees.
Conclusion
The truth is that we are much more productive than we think we are, even as we work from remote locations. It is not necessary to return to the old office environment, especially during a pandemic, just because our employers say so. The Return to Office trend is a new layoff tactic that targets older workers and the ‘Sandwich Generation.’ We should also remember that the world is evolving, and we must adapt to this change continuously. Innovative technologies are emerging, to present us with modern and adaptable ways to work. Companies should embrace these changes and not rush us back into something that we are not yet ready to do. Remote work has been a huge success. Its benefits will continue to pay dividends as long as we are open-minded and work as a team to progress forward.
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