OneHub. Growth


Creating an inclusive culture


Contemporary Realities of Mature Workers

The multiple jeopardy framework stresses that stereotypes and discrimination associated with older age affects one’s socioeconomic outcomes and result in age-based income inequality in Canada. With additional identities such as immigrant status and gender, the intersectionality perspective suggests that older immigrants experience greater marginalization and oppression (Lai et al., 2017). For example, providing training for older workers has been undermined by employers (Armstrong-Stassen & Templer, 2005). Older workers tend to be self-employed rather than being paid workers in the job market (Schuetze, 2015). 

Are mature workers too old to be employed? To respond to this question, OneHub. Growth Organization uses intersectionality theory to understand multiple dimensions of disadvantage and exclusion in Canada’s labour force and acknowledges the social locations of older workers. We focus the following aspects to make changes designed to increase the labour force participation of older workers in the Canadian labour market.

Work Cited:

Armstrong-Stassen, M., & Templer, A. (2005). Adapting training for older employees: The Canadian response to an ageing workforce. Journal of Management Development, 24(1/2), 57-67.

Lai, D., Daoust, G., & Li, L. (2017). Social work practice with older immigrants. In M. C. Yan, & U. Anucha (Eds.), Working with immigrants and refugees (pp. 267-277). Toronto: Oxford University Press.

Schuetze, H. J. (2015). Self-employment and retirement in Canada: The labour force dynamics of older workers. Canadian Public Policy, 41(1), 65-85.

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