They're among Canada's most valuable natural resources: the abilities those over age 50 bring to employers facing a skills shortage threatening their prosperity-and that of our entire economy.

Employers are starting to see the value older workers bring to the table. And it's a lot more than their experience. They bring skills that are too often rare in business. They bring loyalty and an ability to help younger workers learn from all that experience.

Increasingly, Canadian organizations recognize the advantages of hiring or retaining employees in their 50s, 60s and older. Many 50+employees return to new careers after layoffs by companies or industry sectors that have suffered an economic downturn. Many have simply retired, see jobs posted and bring their interests and skills along with them. Others just prefer to stick with the employer they’ve worked with for years. And some start new businesses.

They're reliable, loyal, knowledgeable and have the social skills needed in business, qualities often lacking in younger people, says Cheryl Houle, Director of Human Resources at a Home Depot superstore in the Ottawa area.

Home Depot, Avis Rent-a-Car, Merck Pharmaceuticals and Royal Bank Global Services were chosen as Best Employers for 50+Canadians, an award launched last year by the Canadian Association of 50Plus(CARP) honouring companies that show initiative in promoting employment of older workers. Other companies, ranging from insurance giant Clarica to Ikea to Lee Valley Tools or Travelodge Hotels, have shown similar foresight.

And the phenomenon of older workers staying on the job isn't restricted to Canada. In an article titled More Help Wanted: Older Workers Please Apply, the New York Times reported in March that “after years of encouraging workers to take early retirement as away to cut jobs, a growing number of companies are hunting for older workers because they have lower turnover rates and, in many cases, better work performance."

Most Canadian provinces have abolished mandatory retirement laws that forced workers to abandon their careers once they reach age 65. Ontario's Human Rights Commission has fought to have that province's mandatory retirement legislation repealed, pointing out in its battle against ageism that "nobody has a shelf life. “Human Rights Commissioner Keith Norton says people should be permitted to continue working for both career and economic reasons.

Prime Minister Paul Martin is another fan of older workers. He says they’re the most productive in his own office. "I think people should be able to work as long as they want to and as long as they can make a contribution," the then 65-year-old Martin told the CBC in an interview last year.

A groundbreaking report by the Canadian Policy Research Network says steps must be taken allowing older Canadians to stay on the job longer. Such measures can be one of the most important strategies in helping Canada avert an anticipated skills shortage that threatens the country's economy. Two University of Western Ontario sociologists who authored the CPRN report say government and employers must create more flexible conditions encouraging older workers to stay on the job. Phased retirement, workplace flexibility, job-sharing and reduced hours while maintaining benefits, along with contracting-out of work, are among their recommended strategies.

"There's still a stigma attached to getting old and the perception is that older workers have trouble learning new technology and skills, they’re not as fast and they don't fit into the workplace like younger workers," says Julie Ann McMullin, one of the authors. "Those are stereotypes and perceptions that are not based on any evidence."

"People seem to be unaware that they could live in retirement longer than their working years," Monica Belcourt, past president of the Human Resources Professionals Association of Ontario (HRPAO) points out. "That's 30 to 35 years in retirement" If job opportunities exist for older Canadians, they may retire and later re-enter the workforce, she predicts. "Then we have to make sure that age discrimination does not occur."

Her thoughts are echoed by Philip Cross, an economist at Statistics Canada, who says increasing numbers of the baby-boom generation-some now approaching 60-will want to continue active working lives well past the traditional retirement age of 65,established more than a century ago when life expectancy was only a few years beyond that milestone.

William B.P. Robson, Senior Vice-President and Director of Research of the C. D. Howe Institute advises employers worried about pension plans to keep their employees on the job longer. “There is no better place to find older workers than looking for older workers who are already in your organization," he says. "The challenge…is to ensure that workers don't suddenly find when they get into their late 50s and early 60s that staying on the job makes no financial sense.

Many companies spend $50,000 or more recruiting and training younger workers who may leave the company after two years.

Businesses are beginning to realize they could hire a 50+ person, pay less than they think for an experienced person, putting them on contract to avoid all the benefit costs should they wish, and know they have reliable, loyal people who are not going to leave.