An employers guide to older workers: How to win them back and convince them to stay

Barbara McIntosh, Ph.D.

The author wishes to thank Sara Schaeffner for her research and writing assistance and Margaret Erickson, Erich Larisch, and Gale Gibson, .S. De!art"ent of Labor, E"!lo#"ent and Training $d"inistration, for their editorial assistance. The author can be contacted at the School of Business $d"inistration, ni%ersit# of &er"ont, Burlington, &T '()'(. "cintosh*bsad.u%".edu

An employers guide to older workers: How to win them back and convince them to stay
E,ecuti%e Su""ar# -lder workers are a resource we can no longer afford to waste. Pro/ected tight labor "arkets re0uire us to better use our e,!erienced "ature workers. This does not "ean business as usual, howe%er. 1e "ust change our strategies and !ractices in the 234s, Recruitment, Retention, and Retraining. &isibilit# is ke# in recruit"ent. It is i"!ortant to target this older worker "arket, and network "ore effecti%el#. 3each out. $"ericans o%er (' #ears of age are the fastest growing grou! of internet users, and there are an increasing nu"ber of websites ai"ed at e"!lo#"ent o!!ortunities for older workers. -ne5Sto!56enters, re0uired under the federal 1orkforce In%est"ent $ct, are another source. To be successful in recruit"ent we "ust also change our i"age. $sk #ourself the 0uestion7 8$re we an older worker friendl# organi9ation:; 8<e%er let the" go=; E"!lo#ees will want to kee! working if the work is +> interesting and challenging and ?> fle,ible. 3ee%aluating 8career; ob/ecti%es throughout the e"!lo#ee4s tenure will reinforce their i"!ortance to the fir". $ll e"!lo#ees want to feel %alued, and co""unication and feedback are ke#. 3es!ect throughout the co"!an# can be strengthened through di%ersit# training. The second "a/or co"!onent of retention is fle,ibilit#. 1e can achie%e fle,ibilit# through reorgani9ation of both hours5of5work and co"!ensation !ackages. 1e can acco""odate the de"and for a different work@leisure "i, through fle,5ti"e, !art5ti"e, contract, and !hased retire"ent !rogra"s. 1e can also restructure the salar#@benefit !ackage and !ro5rate benefits.

Training and retraining are directl# linked to retaining older workers and !roducti%it#. 1e "ust !rofile the adult learner and sta# ahead in the "arket b# re0uiring all our e"!lo#ees, including older workers, to be acti%el# learning new technologies and skills. -ur in%est"ents toda# will !a#off in to"orrow4s labor "arket.

An employers guide to older workers: How to win them back and convince them to stay
Barbara McIntosh, Ph.D.

It is not news an#"ore. The bab# boo"ers are getting older. In fact, nearl# all e"!lo#ed "e"bers of this "a""oth generation, co"!rised of the AB "illion !ersons born between +C)B and +CB) DGoldberg ?'''>, can be classified as 8older workers; according to the .S. go%ern"ent, and are !rotected b# federal regulations !rohibiting age discri"ination. 1hat is "ore, the generation following closel# on their heels, affectionatel# referred to as the bab# busters, or Generation E, is di"inuti%e b# co"!arison, a "ere BB "illion. The fact that the aging of this workforce has the !otential to drasticall# affect the .S. econo"# is not a new disco%er#. 1hat is relati%el# new, at least on a grand scale, is the le%el of frustration being e,!erienced b# e"!lo#ers, "an# of who", e"erging fro" the Fcutbacks5e0ual5 sa%ings5on5o%erhead "indset,4 are suddenl# reali9ing that the labor "arket has changed. $ccording to leaders in the field of organi9ational beha%ior and !s#cholog#, 8=the ke# to a co"!an#4s future success will be its ada!tabilit# G its ca!acit# to de!lo# resources 0uickl# to sei9e co"!etiti%e o!!ortunities and to draw fro" a labor !ool that features a "i, of "ulti5 skilled, full5ti"e workers, and s!ecificall#5skilled, contingent e"!lo#ees who contribute on a !art5ti"e or te"!orar# basis; DHall and Mir%is, +CCI>. Eas#, right: Ma#be fifteen #ears ago. But where are co"!anies toda# su!!osed to find these 0uick5draw resources and this bounteous labor !ool: 1ith the bab# boo"ers turned off b# the downsi9ing era and read# to collect what is rightfull# theirs in the for" of Social Securit# benefits, and #ounger !eo!le toda# entering the workforce under5e0ui!!ed !rofessionall#, co"!anies will be hard !ressed to "aintain the status quo, let alone focus on beco"ing ada!table. This is the scenario unless fir"s heed the wakeu! )

call and "ake changes that will con%ince older $"ericans to !artici!ate longer in the workforce. 1ith "an# older $"ericans still stinging fro" harsh business !ractices of the recent !ast DGoldberg, ?'''>, it will re0uire an o%erhaul in the wa# cor!orate $"erica does business G starting with attitudes toward older workers. The re"ainder of this su""ar# will focus on wh#, contrar# to what !o!ular stereot#!es would ha%e us belie%e, e"!lo#ers should court the aging seg"ent of our !o!ulation to fill their ranks, and, "ore s!ecificall#, how the# "ight go about this successfull#. Jurther, it will address the subse0uent i"!ortance of and strategies for retaining these older workers.

THE TRUTH A !UT !"#ER $!R%ER& The first truth about older workers is that the# don4t fit one uni0ue !rofile DJ#ock, +CC2>. The# differ fro" one another as "uch as !ersons fro" an# other age grou! in abilities, desires, and needs. This "eans that fro" a hiring !ers!ecti%e, carefull#5chosen, older workers can fill a range of co"!an# !ositions, fro" 6E- to consultant to custo"er ser%ice re!resentati%e DGoldberg, ?'''>. But do older adults "ake good e"!lo#ees: Jir"s who actuall# e"!lo# the" sa# 8#es.; In a stud# conducted b# the <ational 6ouncil on the $ging D<6-$> and the McDonald4s 6or!oration, a co"!an# renowned for its interest in older adults, CAK of e"!lo#ers sur%e#ed stated that older workers are thorough and reliable in co"!leting their work D8$dditional 3esources,; +CCI>. Indeed, des!ite "#ths circulated when co"!anies were tr#ing to /ustif# tri""ing older adults fro" their !a#rolls, e"!lo#ers affir"ed that, in general, older workers7 had low turno%er rates were fle,ible and o!en to change !ossessed u!5to5date skills

were interested in learning new tasks did not e,!erience trans!ortation !roble"s were willing to take on challenging tasks had low absentee rates had few on5the5/ob accidents

$nother stud#, conducted b# the Societ# for Hu"an 3esource Manage"ent DSH3M> in con/unction with the $"erican $ssociation of 3etired Persons D$$3P>, confir"ed the "a/orit# of these findings, and added a few of their own DSH3M, +CCI>. -f the nearl# )'' hu"an resource !rofessionals sur%e#ed, AAK agreed that older workers ha%e a higher le%el of co""it"ent to the organi9ation than #ounger workers Donl# (K disagreed> BIK concluded training older workers costs less or the sa"e as training their #ounger counter!arts DBK disagreed> (AK re!orted that age does not affect the a"ount of ti"e re0uired to train an e"!lo#ee D+)K disagreed> )CK deter"ined that older workers gras!ed new conce!ts as well as #ounger workers D+IK disagreed> In fact, the onl# area about which H3 !rofessionals e,!ressed concern when it ca"e to e"!lo#ing older adults was technolog#. 8Si,t#5si, !ercent of the res!ondents agreed that older workers tend to be "ore fearful of technolog# than #ounger workers; DSH3M, +CCI>. Let, is that a fair assess"ent, or the re"nants of older worker "#tholog#: -ther studies re!ort that older workers are trainable in 8high technolog# skills; and are 8co"fortable; learning the" DHall and Mir%is, +CCI>. $ccording to the $"erican Societ# on $ging, 8('M $"ericans lo%e technolog#.; The# are the fastest growing grou! of Internet users and are well aware DA(K agree> that co"!uter skills are necessar# to work in the ?+st centur# D8$ handbook to reaching the ('M "arket;>. If older workers are sh#ing awa# fro" co"!an# technolog#, !erha!s it is due

to the lack of encourage"ent and o!!ortunit#. 1hat "essage is sent to e"!lo#ees aged (( or older if the# are afforded the fewest o!!ortunities for training in this technolog# dri%en world DGoldberg, ?'''>: Mounting e%idence actuall# shows that with !ro!er training, older workers are undaunted b# technolog# DHall and Mir%is, +CCI> and eager to u!date their skills. DSee the section below on retraining older workers.> There is also the 0uestion of whether older workers are able to !erfor" those /obs that re0uire !h#sical strength, endurance, and 0uick refle,es. Studies ha%e shown that age, in and of itself, 8does not affect abilit#; D6arne%ale and Stone, +CC)>. Thus, /ust like "e"bers of an# other age grou!, older adults who kee! their bodies in good !h#sical condition are full# ca!able of "aintaining !ositions that re0uire !h#sical strength, endurance, and 0uick refle,es. The answer is clear7 older workers do "ake e,cellent e"!lo#ees. But is it cost effecti%e to e"!lo# the": 6ountless e,a"!les de"onstrate that it can be. In a case stud# of Da#s Inn of $"erica, researchers de"onstrated that the contributions of older workers outweighed their costs to the co"!an#. $lthough older e"!lo#ees drew higher wages and larger !ension contributions, the# also 0uit less often, which, in the long run, sa%ed the co"!an# "one# in recruiting and training costs. Jurther"ore, e%en though the# tended to s!end "ore ti"e on the tele!hone with custo"ers, the# also had higher booking rates D see", +CCI>. Sur%e#s, studies and anecdotal e%idence all confir" that hiring older workers is an intelligent solution to the i"!ending worker drought. Let, des!ite their own %er# !ositi%e re%iews, I(K of the sa"e H3 !rofessionals 0uoted abo%e said that the# had no s!ecial recruit"ent strategies targeting older adults, and BBK still failed to see a reason to encourage these workers to sta# on the /ob D6arne%ale and Stone, +CC)>. It is therefore critical that we turn our attention to s!ecific wa#s to reach this under5a!!reciated and under5utili9ed seg"ent of the labor force. A

RE'RU(T()* !"#ER $!R%ER& 6o"!anies "ust de%ise effecti%e wa#s to lure older workers awa# fro" other %entures or out of retire"ent, and back into the workforce. -ne "ight e,!ect it to be eas#, es!eciall# if #ou consider that one5third of retirees fear outli%ing their assets DThe Business Joru" on $ging>. Let so"e of these !otential workers were casualties of forced retire"ent and beca"e discouraged b# their inabilit# to find work, see"ingl# due to their age. These dislocated, #et likel# %er# trainable, workers ha%e been out of the labor force for se%eral #ears and likel# ga%e u! the idea of e%er returning long ago. 1hat is "ore, the# co"!rise onl# one !art of a %er# di%ersified labor "arket seg"ent. There are also those retirees who are li%ing 0uite co"fortabl# on generous !ensions. $nd there are those ho"e"akers whose children ha%e all grown and left ho"e and who suddenl# find the"sel%es with e,tra ti"e and in want of so"e additional co"!anionshi!. 1here can #ou go to find this di%erse grou!, and,assu"ing #ou can find the", what then: +&elling the company In her book, 8Get the Best7 How to 3ecruit the Peo!le Lou 1ant,; 6atherine D. J#ock D+CC2> states that co"!anies "ust now take a "arketing and sales a!!roach to recruiting. S!ecificall#, organi9ations wanting to target their recruiting toward older workers should de%elo! !rogra"s and "essages that s!eak to this seg"ent of the !o!ulation. 1hat can #ou do to target recruiting efforts and "arket #our co"!an# to older workers: J#ock D+CC2> and others "ake se%eral suggestions7 6onduct infor"ation se"inars focusing on issues tailored to the older co""unit#, such as retire"ent, financial !lanning, health and fitness o%er )' Dor ('>, and second and third career o!tions.

Hold or attend o!en houses and career fairs geared toward older adults, such as the Jift#5Plus E,!o in <ew Lork 6it# D8The Ga! 6hases Senior Market,; ?'''>. $d%ertise in the business, lifest#le, tra%el, tele%ision, and e%en obituar# sections of the news!a!er. Si,t#5si, !er cent of adults ((5B) and BIK of adults B(M read the !a!er dail#, and 2(K of business section readers are ((M D$S$, 8$ handbook to reaching the ('M "arket;>.

Hang !osters in !laces that older adults fre0uent, such as health centers, senior centers, condo"iniu" co""on areas, doctor4s offices, banks, !ost offices, grocer# stores, laundro"ats, churches, co""unit# centers, and e%en golf courses D8E"!lo#ers look for new hires on golf courses,; ?'''>. It has also been reco""ended to !ost notices within fi%e to +' "iles of the /ob site D8Too "an# co"!anies o%erlook %aluable assets older workers !ro%ide,; +CCI>.

Place ads in bargain sho!!er !a!ers often read b# older adults on fi,ed inco"es. Send direct5"ail "essages to older adults. Avoid words or !hrases that, regardless of #our o!inion of their definitional accurac#, sound offensi%e to older adults, such as Felderl#4N use Fsenior citi9en4 carefull#. Instead use words like F"ature,4 Fe,!erienced,4 and Freliable4 to describe the characteristics of the !eo!le #our co"!an# seeks.

If !ossible, for" an older worker task force within #our organi9ation. $sk current older e"!lo#ees for referrals, as well as for suggestions about how to attract "ore e,!erienced workers. <ot onl# "ight this bring in new talent, but it will also de"onstrate to current e"!lo#ees the co"!an#4s co""it"ent to age neutralit# D6arne%ale and Stone, +CC)>, and its a!!reciation for older staff "e"bers. $ccording to one stud#, ('5I'K of the .S. workforce ha%e attained their /obs %ia infor"al social networks DHenkens, S!rengers, and Ta9elaar, +CCB>.

Target older workers %ia well5!laced radio and tele%ision ad%ertise"ents. Eight#5fi%e !er cent of adults ((M watch tele%ision dail#, and A)K of ('M adults listen to the radio on the a%erage weekda#, !referring the $dult Po!ular Standards for"at to an# other D$S$, 8$ handbook to reaching the ('M "arket>. But be careful when !utting a face to an ad%ertise"ent targeting the "ature "arket. Make sure the !eo!le in #our

ad don4t a!!ear too "ature, or #ou will gi%e the i"!ression that #ou are actuall# looking for !ersons older than #our target "arket. Host an 8unretire"ent !art#; and in%ite retirees fro" #our co"!an#, as well as those fro" the co""unit#. Build relationshi!s and tr# to for" a !ool of !art5ti"e or te"!orar# workers to hel! "eet high de"ands during e,ce!tionall# bus# ti"es or when "e"bers of full5ti"e staff are una%ailable. In%ite #our own retirees back through a targeted "ailing, a notice in #our retiree newsletter, or a !ersonal tele!hone call. $lso, de%elo! relationshi!s in the co""unit# so that recruiters are well recei%ed in those !laces that older adults "ight "eet DGoldberg, ?'''>, and, when !ossible, use older e"!lo#ees to carr# out the recruiting and inter%iewing !rocesses. E"!hasi9e the co"!an#4s co""it"ent to u!holding age discri"ination regulations, and ha%e facts and figures read# to de"onstrate that co""it"ent DSulli%an and Du!laga, +CCA>. Get creati%e with /ob !ostings. List the kind of !ro/ects for which the e"!lo#ee will be res!onsible, the skills needed, and, "ost i"!ortantl#, the training that will be !ro%ided. Post notices at uni%ersities, research centers, and go%ern"ent retraining agencies to ta! into an alread# "oti%ated seg"ent of the older !o!ulation D$da"s, +CCI>. E"!hasi9e the intangible %alues of the /ob, such as %ariet# and inde!endence, instead of focusing onl# on the financial gains, which "a# not be a concern for so"e retirees D8Too "an# co"!anies o%erlook %aluable assets older workers !ro%ide,; +CCI>. This brings u! another i"!ortant ele"ent of recruiting7 Know your target market 3esearchers are now !a#ing considerable attention to generational differences in order to understand the rift, or intergenerational conflict, that so"eti"es occurs between coworkers or "anagers of different age grou!s. Jor this discussion, understanding generational !references

+'

and identities can aid e"!lo#ers wishing to woo older workers. 6onsider the following e,a"!les7

*enerational (dentities: ,atures #e-ining ideas 'elebrating &uccess because &tyle Rewards because $ork is "eisure is Education is .uture ,anaging money /0rogram1 means *o watch The /in1 crowd Dut# &ictor# Jought hard and won Tea" !la#er Lou4%e earned it $n ine%itable obligation 3eward for hard work $ drea" 3ain# da# to work for Sa%e Social Progra" The Best Years of Our Lives 3at Pack <ightclubs He! Ooot suit Pansas 6it# Qa99 oomers Indi%idualit# Louth 1ere born, therefore should be a winner Self5absorbed Lou deser%e it $n e,citing ad%enture The !oint of life $ birthright 8<ow; is "ore i"!ortant S!end 6ult de!rogra""ers The Big Chill 8Leader of the Pack; 3ock clubs Groo%# Bell botto"s San Jrancisco 3ock Fn4 roll

DSource7 S"ith, Ro king the Ages, +CCI>

++

The lesson here is to know #our audience. If #ou want to recruit workers o%er B', #ou "ight e"!hasi9e the free educational o!!ortunities, the social as!ects of the /ob, or e%en the o!!ortunit# to do #our ci%ic dut# and hel! su!!ort the national econo"#. If, instead, #ou want to reach the bab# boo"ers, consider focusing on all the fun the e,tra inco"e would afford, the o!!ortunit# for ad%enture if the !osition in%ol%es tra%el, or e%en an idea so"ething along the lines of, F1ho told #ou that #ou were too old to kee! working: 1e know #ou4re as read# to go as #ou e%er were.4 The (nternet $nother %aluable source for identif#ing !otential older workers is the internet. $s "entioned abo%e, $"ericans o%er the age of (' are the fastest5growing age grou! a"ong internet users, and the increasing nu"ber of websites dedicated s!ecificall# to older adults attests to this strength. If so"e e"!lo#ers ha%e been slow to recogni9e this, "an# recruiting and !lace"ent ser%ice grou!s ha%e not. E"!lo#ers can choose fro" websites ranging fro" those geared s!ecificall# toward retirees who are still interested in e,!anding their hori9ons to actual older worker e"!lo#"ent agencies. In addition, e"!lo#ers can access local infor"ation about older workers through their own state units on aging and $rea $gencies on $ging D$$$>. The Jederal go%ern"ent !ro%ides infor"ation through the De!art"ent of Labor, E"!lo#"ent and Training website. Jinall#, in addition to the %arious agencies and organi9ations accessible on the Internet, co"!anies can also use the web to contact older adults directl#. Internet fora and chat roo"s 8are bu99ing with talk of older workers being unfairl# downsi9ed RandS filing age bias suits; D8Boo"ers fight age bias on the net;>. The u!side to this is that good news also tra%els fast. The +?

website co""unit# Third$ge.co" Dwww.thirdage.co"> encourages its users to log on and !ro"ote the age5friendl# co"!anies the# encounter D8Third$ge solutions to age bias;>. 1hat better !lace than these sites to take #our older5worker friendl# co"!an# !ublic:

A ross!se tion of these we"sites and a "rief des ri#tion of ea h is #rovided in A##endi$ %& site!to!site links make finding other relevant we" #ages qui k and easy'

*overnment !rgani2ations -ther e,cellent sources for older workers are the -ne5Sto! 6enters re0uired under the 1orkforce In%est"ent $ct D1I$>. Each -ne5Sto! 6enter coordinates all core e"!lo#"ent ser%ices !ro%ided b# the federal go%ern"ent. S!ecificall#, dislocated worker !rogra"s, the Senior 6o""unit# Ser%ice E"!lo#"ent Progra" DS6SEP>, E"!lo#"ent Ser%ice !rogra"s, and $dult Education acti%ities a"ong others, are now integrated. In so"e states, an -lder 1orker E"!lo#"ent S!ecialist is stationed in the -ne5Sto!56enter and can assist in the /ob search !rocess. The 1I$ encourages e"!lo#er !artici!ation, and state and local 1orkforce In%est"ent Boards D1IB> are re0uired to include e"!lo#ers. -%er ('K of each 1IB "e"bershi! "ust be fro" the !ri%ate sector, so this is an o!!ortunit# to sha!e local efforts to transition older workers and retirees back into e"!lo#"ent. -nce #ou4%e ta!!ed into the older worker !ool, #ou "ust then "ake this grou! want to work for #our co"!an# e%en though the "a/orit# "a# not be acti%el# seeking e"!lo#"ent. Here #our "essage is crucialN thus, #ou "ust know e,actl# what older adults want and need fro" an e"!lo#er. Lour current e"!lo#ees are a good !lace to start identif#ing this "essage because the !rinci!les necessar# for being an older5worker5friendl# organi9ation are also funda"ental to retaining current aging "e"bers of the workforce. +2

RETA()()* !"#ER $!R%ER& -nce #ou4%e Fgot4 the", ideall#, #ou ne%er want to let the" go. But these aren4t the +CI'sN if #our e"!lo#ees G old, #oung, or in5between G aren4t ha!!#, there are ten co"!anies down the block that will gi%e the" a /ob and a!!ro!riate rewards. $nd the# know it. The first, and certainl# "ost ob%ious, ke# to retaining older workers is to know what the# want and need. The second is to !ro%ide it. If #ou are fortunate enough to alread# ha%e a staff co"!rised of so"e workers o%er )', now is the ti"e to talk to the" and "ake sure the# are getting what the# need fro" #our co"!an#. There are basicall# three essential retention strategies7 D+> beco"ing the kind of co"!an# for which older workers want to workN D?> reorgani9ing co"!an# benefits, !rogra"s, and /ob structure to "eet the needs of an aging workforceN and D2> kee!ing all e"!lo#ees4 skills current b# "eans of training and retraining !rogra"s. How to earn your employees -avor and loyalty: ecoming an age3-riendly organi2ation $l"ost regardless of their inco"e, the last thing that older adults want is to return to, or e,tend their ti"e in, a workforce characteri9ed b# disres!ect or lack of a!!reciation for its "ature workers. $ccording to an age di%ersit# consultant, 8the "ost i"!ortant thing that co"!anies can do is to sto! looking at age as a nu"ber and reall# look at the abilities of !eo!le; DBrotherton, ?'''>. But for this new attitude to co"!letel# infiltrate the co"!an#, "erel# declaring it to be so won4t do. Res#e t through diversity training 6o"!anies need to i"!le"ent di%ersit# training !rogra"s in which all e"!lo#ees !artici!ate. Jor while it is i"!erati%e that senior "anage"ent be well5infor"ed about the real abilities of older workers, the !eo!le with who" the# will interact dail# and who will ha%e the greatest i"!act on the work en%iron"ent are their direct su!er%isors and coworkers. In fact, +)

8disliking the boss; is the "ain reason that "ost e"!lo#ees Dof all ages> gi%e for 0uitting their /obs D6hristie, +CCC>. Jurther"ore, since the new workforce will be characteri9ed not onl# b# an increased nu"ber of older adults, but also b# a "uch higher !ercentage of wo"en and "inorit# grou! "e"bers, such training should address racis" and se,is" issues as well as ageis" DDurtschi, +CCI>. Sitting all #our e"!lo#ees in a big roo" for eight hours while an Fe,!ert4 e,!lains the "erits of older adults won4t be effecti%eN age di%ersit# training doesn4t ha!!en o%ernight. -rgani9ations that are serious about o%erhauling co"!an# attitudes need to i"!le"ent a ste!5b#5 ste! !rogra" DSteinhauser, +CCI>, beginning b# setting u! an age di%ersit# task force that includes older adults. This grou! will kee! co"!an# efforts on track and hel! broaden understanding. nder this tea"4s direction, conduct a cultural audit of #our organi9ation. Before #ou can influence the o!inions of #our e"!lo#ees, #ou need to know what the# are. 1hat is "ore, #ou need to know how these notions "anifest the"sel%es in da#5to5da# work acti%ities. Distribute %oluntar#, anon#"ous e"!lo#ee sur%e#s that include a 0uestion about the res!ondent4s age, and stress that their !ur!ose is "erel# to assist in work!lace di%ersit# efforts. In con/unction with the sur%e#s, hold older worker focus grou!s that include current older e"!lo#ees Dor recent retirees>. Jind out how the# feel and what the# would change, if the# could. $fter #ou know where #our co"!an# stands, for"ulate an educational !rogra" s!ecificall# designed to debunk older worker "#ths. Hundreds of resources dedicated to older $"ericans !ro%ide infor"ation free for the taking. DSee reference !age or Internet links listed in the $!!endi,>. 1hile #ou are infor"ing all #our e"!lo#ees, don4t forget to check back in with "anage"ent and re%iew "anagerial !racticesN cor!orate culture filters fro" the to! down. 6arr# +(

out an# necessar# re%isions in discri"inator# or discouraging !olicies, training !rogra"s, /ob designs, !erfor"ance e%aluations, and reward s#ste"s. Make sure all e"!lo#ees ha%e an e0ual o!!ortunit# to e,cel. Pro%e to #our older workers that #ou understand their needs b# e0ui!!ing offices with ergono"ic e0ui!"ent, !ro!er lighting DShea, +CC+>, and !ro%isions to acco""odate e"!lo#ees with %ision and hearing i"!air"ents DTornbull, +CCC>. Jinall#, build "orale and encourage !roducti%it# b# showing all #our e"!lo#ees that the# are a!!reciated. I"!le"enting "entoring !rogra"s DGransbur#, +CC(> or gi%ing honorable "ention for outstanding achie%e"ent b# an older worker Dwithout stressing his@her age> in the co"!an# newsletter DGoldberg, ?'''> are /ust two !ossible wa#s that #ou "ight go about it. Likel#, #our task force can !ro%ide additional suggestions. Lowering work stress Second to wanting to work in an at"os!here of res!ect, so"e older workers want a less5 stressful work en%iron"ent. Sure, we all do, but the# ha%e ser%ed their ti"e in the trenches, and "an# of the" don4t need to return to the workforce. Lou need the". So what can #ou do to lessen an,iet# in the work!lace: Be%erl# Goldberg "akes se%eral suggestions in her book Age (orks) (hat Cor#orate Ameri a *ust +o to ,urvive the -raying of the (orkfor e D?'''>. These include hel!ing older workers "anage their ti"e and !rioriti9eN su!!l#ing clear and u!5to5date /ob descri!tionsN !ro%iding honest, ra!id, and fre0uent feedback, followed b# a!!ro!riate training when necessar#N and "aintaining good co""unication !ractices. This last !oint G co""unication G "erits further discussion. Kee#ing the lines of ommuni ation o#en 1ithout !ainting all older adults as for"er %icti"s of cor!orate $"erica, one "ust take into account the war wounds born b# those who were a,ed without warning b# their long5 +B

standing e"!lo#ers. 6o""unicating in a ti"el# "anner with all e"!lo#ees about e,ternal and internal de%elo!"ents will !re%ent the" fro" feeling the need to constantl# check o%er their shoulders and will hel! to sto! ru"ors before the# get out of control. Likewise, !ersonal co""unication and interaction with co"!an# leaders can go a long wa# to hel! foster organi9ational trust and a s!irit of unit# DGoldberg, ?'''>. Managers and e,ecuti%es should send "e"os, re!orts, and letters directl# to e"!lo#ees instead of channeling the" through H3 or cor!orate co""unications de!art"ents. Be a%ailable and accessible to #our e"!lo#ees when feasible. Lou "ight e%en in%ite e"!lo#ees to take a break with #ouN get ac0uainted with the" as indi%iduals to show the" #our interest is genuine DGransbur#, +CC(>. 1hile #ou don4t want to fa%or or single out older workers, these e"!lo#ees, in !articular, "a# a!!reciate #our efforts to get to know the" and to establish "utual res!ect. These reco""endations are /ust a starting !oint for co"!anies wishing to retain older workers. 1hile beco"ing an age5friendl# organi9ation "ust begin with changes in attitudes toward "ature adults, if such changes are not followed b# the reorgani9ation of benefits !ackages, /ob structure, and co"!an# !olic#, older workers will not be ade0uatel# "oti%ated to sta#. Reorgani2ing to retain older workers -lder adults are not nai%e. -rgani9ations such as the $"erican $ssociation of 3etired Persons D$$3P> see to it that "ature $"ericans know that co"!anies need the". -n its website, $$3P has %arious !ages dedicated to educating workers about what the# can ask for and e,!ect in the wa# of fle,ible benefits and retire"ent !lans D$$3P, 8Jle,ible wa#s of working;>. Benefits created with a !redo"inantl# #ounger staff in "ind or during different econo"ic ti"es will not be as a!!ealing to older e"!lo#ees in the ?+st centur#. It4s u! to #ou to change #our co"!ensation !ackages where needed. +A

Benefits that work for older em#loyees) health insuran e and #ension #lans To be co"!etiti%e and to de"onstrate a co""it"ent to the !h#sical and e"otional wellbeing of e"!lo#ees, !ro%iding health insurance is !racticall# a "ust. Jurther"ore, 8the "ost co"!etiti%e !rogra"s offer benefits to fa"il# "e"bers as well.; In a sur%e# of +'' H3 !rofessionals, nearl# all fir"s !ro%ided so"e sort of fa"il# health insurance, including !rescri!tion drug co%erage, as well as life insurance. 1hatTs "ore, o%er I'K !ro%ided long5ter" disabilit#, short5ter" disabilit#, and dental insurance. -ther health benefits and !rogra"s that are less co""on but on the rise include s"oking cessation !rogra"s, blood !ressure testing, health risk assess"ents, fitness classes or health club "e"bershi!s, disease "anage"ent, weight5reduction !rogra"s, and nutrition counseling D8E"!lo#ers add benefits to "eet boo"ers4 retire"ent needs;>. It co"es as no sur!rise that !ension benefits are also of tre"endous %alue to older workers. In a stud# conducted b# 1atson 1#att, "ore than two5thirds of e"!lo#ees aged (( or older !referred a defined benefit !ension !lan o%er a defined contribution !ension D81orkforce Manage"ent7 The cultural shift;>. In the for"er, #ears of ser%ice, salar#, and a 8generosit# factor; were used to deter"ine the retire"ent benefit, whereas in the latter, both e"!lo#er and e"!lo#ee "ake ta,5deferred, interest5accruing contributions, the %alue of which is transferable if an e"!lo#ee changes e"!lo#er DGaren, Berger, and Scott, +CCB>. 6learl#, as e"!lo#ers change their !ension !rogra"s, the# "ust calculate the i"!act on aging workers, and "ake ad/ust"ents that co""unicate a concern for the e"!lo#ee4s long5ter" welfare. The rising im#ortan e of elder! are assistan e $s "ore bab# boo"ers find the"sel%es caring for aging !arents, eldercare5oriented benefits such as long5ter" care insurance are also beco"ing a "ust for so"e e"!lo#ees. $ccording to a stud# conducted b# the <ational $lliance for 6aregi%ing D<$6> and the <ational +I

6enter on 1o"en and $ging D+CCC>, workers who were also res!onsible for the care of at least one aging fa"il# "e"ber lost an a%erage of UB(C,+2C in total wealth o%er the course of a lifeti"e. But e"!lo#ees were not the onl# grou! to suffer lossesN o%er half of the workers stated that the# felt their abilit# to work was ha"!ered to so"e degree. In fact, another stud# conducted in +CCA b# the <$6 and $$3P esti"ated that caregi%ing costs .S. e"!lo#ers U++.A to U?C billion !er #ear in lost !roducti%it# DMetro!olitan Life Insurance 6o"!an#, +CCAN Ti""er"an, ?'''>. Des!ite these figures and the e%idence that for e%er# U+ co"!anies s!end hel!ing e"!lo#ees care for aging fa"il# "e"bers, the# sa%e U2 to U( in !roducti%it#, onl# fi%e !er cent of work@fa"il# !rogra"s in +CCA targeted elder5care resources DD#chtwald, +CCC>. Jor those co"!anies that are serious about better ser%ing the needs of older e"!lo#ees, in !articular those with elder5care needs, se%eral o!tions are a%ailable. So"e benefits include !ro%iding elder care %ouchers and nursing ho"e care subsidies. Peugeot !ro%ides da#care facilities D6ree, +CCC>. To educate #our H3 de!art"ent as #ou reconsider co"!an# benefits, or to assist #our e"!lo#ees in locating elder5care resources, there are nu"erous !ublic and !ri%ate agencies that !ro%ide e%er#thing fro" general infor"ation to a local client care "anager. The $ging <etwork Dwww.aoa.dhhs.go%@network.ht"l>, for e,a"!le, !ro%ided b# the federal go%ern"ent4s $d"inistration on $ging, links "ore than B'' go%ern"ent5su!!orted $rea $gencies on $ging D$$$> with thousands of co""unit# organi9ations nationall# DD#chtwald, +CCC>. It also su!!lies links to Eldercare Locators, online resources for retire"ent and financial !lanning, and elderl# nutrition !lans. -ther useful resources fro" this !ublication are listed in $!!endi, II.

+C

.le$i"le /o"s -ther benefits that will "ean a lot to #our e"!lo#ees can be i"!le"ented at %er# little cost to the co"!an#. -ffer an e,tended lunch !eriod to allow ti"e for "idweek a!!oint"ents. Increase %acation ti"e for those older workers longing to tra%el and@or !er"it it to be taken b# the hour for those who need "ore !ersonal ti"e. $llow and facilitate short lea%es of absence for e"!lo#ees faced with fa"il# or !ersonal e"ergencies or, better #et, o!!ortunities for self5 better"ent DDurtschi, +CII>. $nother cost5effecti%e wa# to increase older e"!lo#ee /ob satisfaction and kee! the" in the workforce longer in%ol%es restructuring the /obs the"sel%es. Successful work arrange"ents Dfro" Shea, +CC+ and Goldberg, ?'''> can include7 Jle,ti"e G e"!lo#ees can begin an eight5hour workda# an# ti"e between, sa#, B7'' a.". and +'7'' a.". Qob sharing G generall# two e"!lo#ees s!lit one full5ti"e !osition and take it u!on the"sel%es to coordinate their schedules so that /ob needs are alwa#s "et Part5ti"e e"!lo#"ent G usuall# less than 2' hours@week, with corres!onding benefits 6onsulting G "an# e"!lo#ers are finding that their older workers are "ore than ha!!# to work on a contractual or !art5ti"e basis in a consulting role Seasonal work G because older workers know the co"!an#, !icking u! where the# left off a few "onths ago is often easier than training so"eone new for one season 6o"!ressed work week G ?' to )' hours worked in two to four da#s Short5ter" !ro/ects@S!ecial assign"ents 3educed hours De%en with reduced !a#> Qob rotation@Jle,ible shifts Teleco""uting G allows e"!lo#ees to do co"!an# work, such as data entr#, at ho"e Mentoring G allows older workers to hel! organi9ations !reser%e their institutional histor# and %alues b# !assing such ele"ents on to newer e"!lo#ees -n5call work ?'

3estructured /obs !er"it e"!lo#ees to "aintain or ad%ance their careers while su!!orting fa"il# and !ersonal needs. Like elder care, such !rogra"s benefit the fir"s as well as the e"!lo#ees b# increasing !roducti%it#, !rofits DHarrington, +CCA>, and, likel#, e"!lo#ee lo#alt#. In addition to being effecti%e answers to the Ftraditional4 )'5hour work week, so"e co"!anies ha%e found these arrange"ents useful in enticing workers !lanning to retire to !ost!one, or at least !rolong, their de!arture through !hased retire"ent. -!tions such as !hased retire"ent allow older workers to ease the"sel%es into life outside the workforce, while transferring their e,!ertise to the !ersons who will e%entuall# take o%er their !ositions. 6o"!anies ha%e different wa#s of co"!ensating such e"!lo#ees, but the# generall# do not in%ol%e a reduction in benefits or !ension. -ne organi9ation known for its efforts in retaining and rewarding older workers is the British co"!an# Sainsbur#. nder its

8fle,ible retire"ent and !ension !rotection !lan,; e"!lo#ees can choose to take their full !ension at an# ti"e between their ('th and A(th birthda#s, regardless of whether the# continue to work or not. If the# do continue working, but draw a full !ension, Sainsbur# will contribute towards a new !ension !lan D6ree, +CCC>. Such reorgani9ation of benefits, /ob configuration, and e%en retire"ent is effecti%e in kee!ing older workers satisfied and interested in #our co"!an#. Retraining older workers $ final and crucial ele"ent of reorgani9ing #our work !ractices in%ol%es i"!le"enting and u!dating regular training and retraining !rogra"s. $ccording to a sur%e# "easuring worker co""it"ent conducted b# the Ha# Grou!, the o!!ortunit# to learn new skills is directl# linked to how long e"!lo#ees !lan to sta# with their co"!anies DGoldberg, ?'''>. This is not sur!rising, since increased education generall# leads to higher wages, thus creating a financial incenti%e to re"ain in the workforce DBesi and Pale, +CCB>. 1hat is sur!rising, howe%er, since it ?+

flies in the face of negati%e stereot#!es, is that older workers are a"ong those eager, if not an,ious, to u!date their skills DHall and Mir%is, +CCI>. $s the need for technologicall# ad%anced workers rises with the world4s increasing bent for c#bernetics, the influ, of highl# skilled new workers continues to dwindle. In the face of this !arado,, "anagers cannot afford to lose good older workers who suddenl# feel obsolete because their e"!lo#ers ha%e not ke!t the" u! to date. E"!lo#ers take note7 8age alone does not account for obsolescence of knowledge, skills, or abilities,; rather, obsolescence can be fre0uentl# attributed to the failure of co"!anies to !ro%ide continuing education to "aturing workers DLeatts, Jolts, and Pna!!, +CCC>. Instead of allowing older e"!lo#ees4 skills and /obs to beco"e stagnant, co"!anies "ust !ro%ide u!5to5date training and retraining !rogra"s and, like an# good instructor, "ust tailor these to the needs and talents of their students. 0rofiling the adult learner It should not sur!rise #ou that two of the "ost i"!ortant ele"ents in training sessions, !articularl# a"ong older workers, are res!ect and a lower stress en%iron"ent. It is i"!erati%e that older students be treated as e0uals D1endt, +CCC>, and "ade to understand fro" the beginning that the# are not being singled out for training because the co"!an# is dissatisfied with their !erfor"ance, but rather because the# are %alued e"!lo#ees who deser%e to be ke!t u!5 to5s!eed !rofessionall#. Since going Fback to school4 can be stressful and older workers "a# fear failure DLePree, +CCI>, so"e researchers suggest that counseling should be a standard !art of the training !rogra" DParker, Berg"ark, and Dell, +CC)>. $t the %er# least, older workers need encourage"ent Dnote7 not coddling> and should be "ade to understand that no one e,!ects the" to beha%e like the# /ust graduated fro" college #esterda#. Since for"al stud# habits decline with disuse, instructors "a# want to hel! students Fbrush u!4 on learning strategies DSterns and Do%ers!ike, +CIC>. -ne wa# to do this is to ??

distribute a list of si"!le stud# ti!s to trainees of all ages DLePree, +CCI>. Such a list could include ideas such as7 Stud# in a seated Di.e., not reclining> !osition at the sa"e ti"e each da#. Dedicate a s!ace in #our ho"e to learning. Make sure it has good lighting, !ro!er %entilation, and no distractions. Take notes while #ou stud# at ho"e, as well as during lectures. Highlight i"!ortant "aterial and re%iew it often.

$nother "ethod to reduce training5related an,iet# is to !ro%ide such education well in ad%ance of when the new skills will be needed DLeatts, Jolts, and Pna!!, +CCC>. 1hile older adults are e0uall# as Ftrainable4 as #ounger students are, e%idence does suggest that the# take longer to learn. Their ad%antage, howe%er, is that once the# do "aster a task, the# tend to be "ore accurate than are their faster5learning cohorts DHall and Mir%is, +CCI>. $nother ad%antage that older workers ha%e o%er #ounger e"!lo#ees is that the# are alread# e,!erienced. In theor#, this can significantl# reduce the a"ount of training necessar# if instructors build on the alread# e,tensi%e skill5base of these e"!lo#ees DSterns and Do%ers!ike, +CIC>. It can also backfire if !rogra"s are not designed on a situational basis and older workers are forced to sit through hours of what, for the", is !urel# re%iew and a waste of their ti"e. nfortunatel#, such training failures are often bla"ed on the greater age of the students and their su!!osed disinterest in learning, instead of on the training "aterial4s lack of a!!ro!riateness. 81hen co"!anies tailor !rogra"s to the age, knowledge, and e,!erience of older workers, training !ro%es /ust as effecti%e as and no "ore e,!ensi%e than it does for #ounger workers; D6arne%ale and Stone, +CC)>. In general, adults need a good reason to learn so"ething newN the# see it as a "eans to an end DPlatt, +CCC>. This is not to suggest that the# are resistant to learning, but rather that their "oti%ation is different. B# !resenting ideas one at a ti"e and de"onstrating their !ractical ?2

a!!lication on the /ob, as well as how the# function with alread# e,isting conce!ts, older learners will be "ore likel# to assi"ilate and retain new "aterials D1endt, +CCC>. Jurther"ore, older e"!lo#ees should be gi%en the o!!ortunit# to use new skills one or two at a ti"e and integrate the" into their dail# /obs, instead of being taught ten new conce!ts at once and set free. Idea o%erload is discouraging and counter!roducti%e DBlair, in Pauff"an, ?'''>. In his %olu"e The 1ltimate Training (orksho# 2and"ook D+CCC>, Bruce Platt offers se%eral "ore suggestions to hel! trainers !ut adult learning !rinci!les into !ractice7 E,!lain the training !ur!ose and !rocess, as well as how it will benefit e"!lo#ees, right u! front. Encourage students to answer 0uestions fro" their own e,!erience and to disagree when a conce!t contradicts what the# know fro" !ractice. This will in%ite grou! dialogue and hel! !artici!ants to see that all o!inions are i"!ortant. Ensure that the self5estee" of the students is !reser%ed at all ti"es. $dults, and !articularl# older adults, will not risk looking stu!id. If the# feel like the# are being set u! as an e,a"!le or shown u! in an# wa#, the# will not !artici!ate. 1ith that in "ind, E,!ect !artici!ation and "ake it clear that the training cannot be successful without it. Set u! training in a "anageable ste!5b#5ste! for"at so that students are able to "aster the task graduall#. D$nd don4t forget, as an age5friendl# organi9ation, all #our training "aterials "ust be accessible to older e"!lo#ees, who "a# need large !rint DShea, +CC+>.> Pro%ide constant feedback, including !rogress re!orts and ti!s for i"!ro%e"ent. Such feedback should alwa#s be cou!led with encourage"ent and !ositi%e reinforce"ent. Su""ari9e and re%iew often. Pro%ide a hands5on, task5oriented learning en%iron"ent. $dults learn b# doing. Jinall#, re"e"ber that adult learners are self5directed. Thus, a trainer "ust carefull# walk the line between !ro%iding needed guidance and unwanted direction. In addition to knowing his@her students4 strengths, a good instructor also knows their Fweaknesses.4 In the case of older adults, learning assign"ents that re0uire rote "e"ori9ation are less effecti%e than those that allow !ractice sessions to reinforce a new skill. Jurther"ore, ?)

testing and e%aluation generall# tend to be %er# stressful for older workers who, as "entioned abo%e, fear looking foolish or stu!id, and can actuall# st#"ie the training !rocess. 3egular re%iews and grou! discussion are a better wa# to "onitor students4 !rogress DShea, +CC+>. Training o#tions $s !re%iousl# !ointed out, Folder adults4 enco"!ass an es!eciall# wide %ariet# of t#!es of !eo!le, all of who" ha%e their own learning st#les. 6o"!anies, therefore, should be fle,ible in the kinds of training "ethods the# e"!lo#. Man# e"!lo#ers o!t to !ro%ide for"al, on5the5/ob D-QT> training !rogra"s in the work!lace or at cor!orate training centers where e"!lo#ees are !aid for the ti"e the# s!end learning. -ne such co"!an#, Mellon Jinancial 6or!., /oined forces with the <6-$ to target workers ((M for its cash "anage"ent unit. $fter !otential e"!lo#ees graduate fro" a ?'5da# training !rogra", the# are gi%en two additional weeks of -QT before the# officiall# begin their assign"ents D8In brief7 Mellon in%est"ent unit to hire older workers,; ?'''>. -ther co"!anies !a# the costs or tuition fees for courses or degree !rogra"s that take !lace outside the organi9ation. It is u! to the co"!an#4s discretion whether e"!lo#ees "ust co"!lete such !rogra"s on their own ti"e or on co"!an# ti"e. $!!renticeshi! s#ste"s, "entoring, or e%en lateral "o%es across the organi9ation in order to cross5train in another area are additional training constructs DGoldberg, ?'''>. <o current discussion of training o!tions would be co"!lete without considering the c#ber world. Lea%ing no stone unturned, software co"!anies are now "a/or !la#ers in the training ga"e. $ s"all sa"!ling of Internet resources follows. Man!ower Global Learning 6enter Dwww."an!ower.co"> offers self5guided software tutorial training that has !ro%en effecti%e for older workers DBlair, in Pauff"an, ?'''>

?(

Microsoft Dwww."icrosoft.co"@!ress!ass@> has de%elo!ed the Microsoft PressV -fficial 6urriculu", a self5!aced kit intended to hel! !re!are students for certification on the MicrosoftV 1indows o!erating s#ste". The kits can be used alone at ho"e, in a classroo", or as !art of a distance learning !rogra" D8De $n9a 6ollege chooses Microsoft Press self5 !aced training kits to su!!ort classroo", distance learning for Microsoft 6or!oration;>.

Green Thu"b Dwww.greenthu"b.org> and Microsoft ha%e !artnered to !ro%ide co"!uter training %ia grants b# the .S. De!art"ent of Labor. Deli%er# "ethods incor!orate instructor and facilitator5led training, as well as Internet5based, self5!aced learning DPease#, ?'''>.

-!eration $BLE Dwww.o!erationable.org> designs co"!uter and Internet training for e"!lo#ers, either on or off5site, and according to the criteria sti!ulated b# co"!anies D-!eration $BLE, 86usto"i9ed grou! training !rogra"s;>.

S"artforce Dwww.s"artforce.co">, once known as 6BT S#ste"s, is one of the leading e5!ro%iders of interacti%e software. The co"!an# also works in tande" with Senior Staff to find, train, and !lace older workers D86BT S#ste"s and the Senior Staff !artner to hel! senior IT !rofessionals land high tech /obs;>.

$s was true in the case of recruiting and reorgani9ing resources, e"!lo#ers who are co""itted to "aintaining an u!5to5date, age di%ersified workforce can do so "ore easil# now than e%er before. Hel! in designing effecti%e training and retraining !rogra"s for older workers is onl# as far awa# as the P6 "ouse.

'!)'"U&(!) . .S. workers "a# be gra#ing, but the# are healthier than e%er and li%ing longer. The# are out there G read#, willing, and, "ost i"!ortantl#, able to fill out the labor force. Eight out of +' bab# boo"ers e,!ect to continue working in so"e ca!acit# !ast t#!ical retire"ent age D8Boo"ers fight age bias on the net;>. E"!lo#ers /ust need to know where to look and how to structure their fir"s so that older workers will want to s!end their Fgolden4 #ears there. ?B

$fter finding older e"!lo#ees, co"!anies "ust encourage the" to continue in the work!lace b# !ro%iding the" with the desired work en%iron"ent, hours of work, and benefit !ackages that include assistance with age5related life issues, such as elder5care. In addition to this strategic reorgani9ation, e"!lo#ers "ust also ensure that older workers are gi%en full and e0ual access to training and retraining !rogra"s that are tailored to their uni0ue characteristics. B# o%erco"ing negati%e stereot#!es and in%esting the ti"e and effort re0uired to culti%ate !ositi%e relationshi!s with older workers, e"!lo#ers can weather the i"!ending worker drought and ha%e "ore !roducti%e, fle,ible, well5rounded organi9ations in the end. Historicall#, %alue5laden !hiloso!hies about age ha%e filter down fro" societ# to industr#, where the# "anifest the"sel%es in business !ractices. But this ti"e, faced with a shrinking worker !ool and knowledge base, it is the co"!anies that "ust influence societ#, changing the assu"!tions about older adults, as %aluable e"!lo#ees and as indi%iduals.

THE RETE)T(!) E..!RT& 4!U ,A%E T!#A4 $("" E)&URE A)# &HA0E 4!UR $!R% .!R'E T!,!RR!$5

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A00E)#(6 (: $E &(TE& The following list !ro%ides a cross5section of what is a%ailableN site5to5site links will "ake finding other rele%ant web !ages 0uick and eas#.

www.aar!.org 5 S!onsored b# the $"erican $ssociation of 3etired Persons D$$3P>, This is a co"!rehensi%e site targeted to indi%iduals age (' and u!. The site offers a broad range of resources, !ro%iding infor"ation on to!ics such as how to handle changes in health insurance, inde!endent li%ing, and social securit#. $ feature finder can hel! users find links and !ages on e%er#thing fro" ta, aide to leisure W fun. Me"ber ser%ices, which include s!ecial discounts for seniors, are !ro%ided to those who register at the site.

www.doleta.go% 5 .S. De!art"ent of Labor E"!lo#"ent and Training $d"inistration offers a toll5free hotline for dislocated workers at this site. It also !ro%ides tools for e"!lo#ers such as labor "arket infor"ation. E"!lo#ee tools include a Fone sto! e"!lo#"ent ser%ices4 !age. There is so"e focus on the Senior 6o""unit# Ser%ice E"!lo#"ent Progra" DS6SEP>, which is designed to hel! econo"icall# disad%antaged workers age (( and older find e"!lo#"ent.

www.e,!eriencecor!s.org G E,!erience 6or!s is a nationwide %olunteer grou! run and o!erated b# adults (( and older who are dedicated to sharing their %aluable skills with their co""unities DMur!h#, ?'''>.

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www.e,!erienceworks.org G $ di%ision of Green Thu"b, E,!erience 1orks is a full5 ser%ice, national staffing organi9ation that s!eciali9es in locating and !lacing "ature workers D8E,!erience 1orks. for the E"!lo#er;>.

www.e,!eriencenet.co" G E,!eriencenet.co" is an e5co""erce co"!an# that connects inde!endent !rofessionals, or freelancers, with organi9ations seeking "ature workers to fill te"!orar# consulting and contracting !ositions DMassnick>.

www.fs.fed.us 5 SD$ Jorest Ser%ice !ro%ides co"!rehensi%e infor"ation about their !rogra"s at this site. There are se%eral sections dedicated to e"!lo#"entN onl# one is s!ecificall# geared towards the older worker. The Jorest Ser%ice !artici!ates in the Senior 6o""unit# Ser%ice E"!lo#"ent Progra" DS6SEP>, and there is a section of the site that e,!lains this in%ol%e"ent.

www.greenthu"b.org G Green Thu"b is a national non!rofit !lace"ent and training agenc# for low5inco"e older workers. It o!erates in )) states and Puerto 3ico and in +CCA initiated a /oint !ro/ect with Microsoft to bring new, "ature !eo!le into the infor"ation technolog# industr# D8-lder workers go infotech;>.

www.greenthu"b.org@scse!.ht"l G The Senior 6o""unit# Ser%ice E"!lo#"ent Progra" DS6SEP>, a !art of Green Thu"b, allows low5inco"e, older $"ericans to contribute their talent and ser%ices to their, !redo"inantl# rural, co""unities while the# earn a "odest salar#. In this wa#, older workers are able to sta# off !ublic assistance and learn new skills for future e"!lo#"ent D81e bring o!!ortunit# to disad%antaged and older $"ericans;>.

www.e,!erienceworks.org G $ di%ision of Green Thu"b, E,!erience 1orks is a full5 ser%ice, national staffing organi9ation that s!eciali9es in locating and !lacing "ature workers D8E,!erience 1orks. for the E"!lo#er;>.

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www.e,!eriencenet.co" G E,!eriencenet.co" is an e5co""erce co"!an# that connects inde!endent !rofessionals, or freelancers, with organi9ations seeking "ature workers to fill te"!orar# consulting and contracting !ositions DMassnick>.

www.gee9er.co" G This site is owned and "anaged b# Green Thu"b, Inc. This site recruits 8older, "ature "en and wo"en; to sell their hand"ade arts and crafts on the web D1eiss"an +CCC> and start new businesses to su!!le"ent their inco"es. Gee9er.co" uses a non5wired custo"er5ser%ice center, with funding assistance fro" the .D. De!art"ent of Labor, to hel! seniors who do not ha%e Internet access to still be able to use their resources.

www.greenthu"b.org 5 S!onsored b# Green Thu"b, Inc., the "a/orit# of the infor"ation on this site is about training and e"!lo#"ent and is geared towards older and disad%antaged workers. The site hosts "ulti!le foru"s on %arious related to!ics. There is also infor"ation on se%eral older worker !rogra"s, including the Senior 6o""unit# Ser%ice E"!lo#"ent Progra", the 1elfare5to51ork initiati%e, and a staffing ser%ice /ust for seniors.

www."aturit#works.org G S!onsored b# the <ational 6ouncil on $ging D<6-$>, Maturit# 1orks !ro%ides e,tensi%e infor"ation on to!ics related to e"!lo#ing older workers D8-lder worker !rogra"s;>.

www."bnet."b.ca@cr" 5 Manitoba Senior 6iti9en Qobs is a web site that is geogra!hicall# targeted to those seniors li%ing in Manitoba. There are se%eral local and global ser%ices !ro%ided, such as web discussions, business links, and !lentiful infor"ation on on5line education. There are nu"erous links and suggested sites under categories like ad%ocac#, health, s!ecial needs, organi9ations, lifest#le, and housing.

www.ncscinc.org 5 The <ational 6ouncil of Senior 6iti9ens D<6S6> site hosts infor"ation on the council4s !ublications, like FSeniorit#4, FPension Plus4, and FThe

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Senior $d%ocate4. The user also has access to !ress releases and s!eeches on related to!ics. The site !ro%ides infor"ation on u!co"ing "eetings, and !ro%ides the user an o!!ortunit# to sign u! and /oin the <6S6. www.nul.org 5 The <ational rban League site offers social ser%ice and ci%il rights infor"ation and ser%ices. The site lists rele%ant !ublications, s!eeches, !ress releases, and other infor"ation resources focused on assisting Black $"erica in achie%ing social and econo"ic e0ualit#. There is li"ited infor"ation !ertaining s!ecificall# to older workers. www.sr.staff.co" G Senior Staff is a database set u! to hel! "atch older workers with co"!anies looking to hire the". The# are neither an e"!lo#"ent ser%ice nor a !lace"ent agenc#, but rather an infor"ation bank D1ol%erton, +CCI>. www.seniortechs.co" G SeniorTechs, the infor"ation technolog# branch of the Senior Staff Qob Infor"ation E,change Dabo%e>, s!eciali9es in linking "ature IT !rofessionals, or 8%intage techies,; with !ros!ecti%e e"!lo#ers. SeniorTechs su!!lies self5training links to guide the !otential e"!lo#ees to internet5based training and reference "aterials D81hat is SeniorTechs all about:;> and e%en has a !rogra" called 8P3M7 Publicit# 3ecruiting; designed to introduce !artici!ating, age5friendl# e"!lo#ers to their co""unities D8$ttention7 E"!lo#ers. 6o"!li"entar# recruiting ser%ice7 P3M;>. www.seniors.co" 5 Seniors.co" offers chat roo"s, foru"s, newsletters, and co""unit# !ostings for seniors. sers can search to!ics such as health, tra%el, learning, relationshi!s, Medicare, finance and "ore. This site is co"!rehensi%e on a lifest#le le%el, but does not offer a lot of s!ecific older worker e"!lo#"ent infor"ation. www.senioraccess.co" 5 Senior $ccess is s!ecificall# geared towards hel!ing seniors choose the right retire"ent co""unit# or care residence.

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www.wdcs.org@ow!rog@inde, 5 -lder 1orker Progra" 5 This site !ro%ides in5de!th infor"ation on the Senior 6o""unit# Ser%ice E"!lo#"ent Progra" DS6SEP>. $ !rogra" o%er%iew, federal staff contacts, laws W regulations, grants, and related sites are all !ro%ided here. There is also a librar# and bulletins !ro%iding infor"ation on this !rogra" for econo"icall# disad%antaged older D((M> workers.

www.('ando%erboard.co" G Jift# and -%erboard is an online /ob search engine created to !lace indi%iduals o%er the age of ('. E"!lo#ers can !ost /ob ads for free D8-lder worker !rogra"s;>.

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A00E)#(6 ((: !THER U&E.U" RE&!UR'E& .!R E"#ER& The $d"inistration on $ging Dwww.aoa.go%> The $l9hei"er4s $ssociation Dwww.al9.org> DI''> ?A?52C''N D2+?> 22(5IA'' $"erican $ssociation of Ho"es and Ser%ices for the $ged Dwww.aahsa.org> AI25??)? $"erican Diabetes $ssociation Dwww.diabetes.org> DI''> 2)?5?2I2 $"erican Heart $ssociation Dwww.a"hrt.org> DI''> $H$5 S$+ or DI''> ?)?5IA?+ $ssisted Li%ing Jederation of $"erica Dwww.alfa.org> DA'+> BC+5I+'' 6hildren of $ging Parents Dwww.careguide.net> DI''> ??A5A?C) 6hildren of Parkinsonians DAB'> AA25(B?I E!ile!s# Joundation of $"erica Dwww.efa.org> DI''> EJ$5+''' or DI''> 22?5+''' Ja"il# 6aregi%er $lliance Dwww.caregi%er.org> DA+(> 2(B5C?)+ Interco""unit# 6aregi%ers D2'2> AAI5(CI) <ational $dult Da# Ser%ices $ssociation Dwww.ncoa.org@nadsa> D?'?> )AC5BCI) <ational $lliance for the Mentall# Ill DI''> C('5<$MI or DI''> C('5B?B) <ational 6aregi%ing Joundation DI''> C2'5+2(A <ational Ja"il# 6aregi%ers $ssociation Dwww.nfcacares.org> DI''> ICB52B('

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 <ational Hos!ice -rgani9ation Dwww.nho.org> DI''> B(I5IICI <ational 3es!ite Locator Ser%ice DI''> AA25()22

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RE.ERE)'E&

8$WP welco"es a Fnew4 generation of older e"!lo#ees7 6o"!an# announces its !artnershi! with The <ational 6ouncil on $ging,; !ress release, Mont%ale, <Q, DQul# +A, ?'''>. $t htt!7@@www."aturit#works.org@news@a!XncoaX!artnershi!.ht"l Daccessed 'A5?'5''>. $"erican $ssociation of 3etired Persons D$$3P>, 8Jle,ible wa#s of working.; $t htt!7@@www.aar!.org@confacts@"one#@fle,work.ht"l Daccessed 'A5?+5''>. $da"s, Marc D+CCI>. 8The strea" of labor slows to a trickle.; 2R *aga3ine, D-ctober>. $t htt!7@@www.shr".org@hr"aga9ine@articles@+'CIco%.ht" Daccessed 'A5+25''>. 8$dditional resources.; Business and *anagement 0ra ti es, DSe!te"ber +CCI>, ?ID(>7 +A. $d"inistration on $ging. Ho"e!age at htt!7@@www.aoa.go%@ Daccessed 'A5+I5''>. $"erican Societ# on $ging D$S$>, 8$ handbook to reaching the ('M "arket7 Media and ad%ertising.; $t htt!7@@www.asaging.org@networks@bfa@agingXa"erica@h+(.ht"l Daccessed 'A5+25''>. $"erican Societ# on $ging D$S$>, 8$ handbook to reaching the ('M "arket7 Technolog#.; $t htt!7@@www.asaging.org@networks@bfa@agingXa"erica@h+).ht"l Daccessed 'A5+25''>. 8$ttention7 E"!lo#ers. 6o"!li"entar# recruiting ser%ice7 P3M.; Jro" SeniorTechs, at htt!7@@www.srstaff.co"@!rX!lus.ht" Daccessed 'A5+I5''>. Becker, 6inda D?'''>. 86ruel words can stress hearts of elderl#, stud# sa#s.; The Burlington .ree 0ress, DQul# +'>7 +6. Besi, Qohn 3. and Balkrsihna D. Pale D+CCB>. 8-lder workers in the ?+st centur#7 acti%e and educated, a case stud#.; *onthly La"or Review, DQune>7 +I5?I. 8Boo"ers fight age bias on the net.; Third$ge.co" dail# news archi%e, DQul# +A, +CCI>. $t htt!7@@www.thirdage.co"@news@archi%e@CI'A+A5'+.ht"l Daccessed 'A5+)5''>. 2(

Brotherton, Phaedra D?'''>. 8Toward an older worker friendl# work!lace,; "osaic DMarch@$!ril>. Jro" the 1ork!lace Di%ersit# Initiati%e, office of the Societ# for Hu"an 3esource Manage"ent, $le,andria, &$. $t htt!7@@www.shr".org@di%ersit#@"e"bers@ articles@work!lace.as! Daccessed 'A5+I5''>. 6arne%ale, $nthon# P. and Susan 6arol Stone D+CC)>. 8De%elo!ing the new co"!etiti%e workforce.; In Qa"es $. $uerbach and Qo#ce 6. 1elsh Deds.>, Aging and Com#etition)Re"uilding the 1',' (orkfor e. <P$ 3e!ort Y?A2. 1ashington, D.6.7 The <ational 6ouncil on the $ging, Inc., <ational Planning $ssociation. 86BT S#ste"s and the Senior Staff !artner to hel! senior IT !rofessionals land high tech /obs,; !ress release, 6BT S#ste"s, San Jrancisco, 6$, DMa# +I, +CCC>. $t htt!7@@www.cbts#s. co"@!ress@srstaffXCC.ht" Daccessed 'A5+I5''>. 86o"!anies su!!ort elder care.; Third$ge.co" dail# news archi%e, DQune ?, +CCA>. $t htt!7@@www.thirdage.co"@news@archi%e@CA'B'?5'?.ht"l Daccessed 'A5+)5''>. 6ree, 3ichard D+CCC>. 8Gre# "atters.; Business and *anagement 0ra ti es, D<o%e"ber>, 2)7 ))5)A. 6hristie, Qi" D+CCC>. %nvestor4s Business +aily, DDece"ber +A>7 $, ?. 8De $n9a 6ollege chooses Microsoft Press self5!aced training kits to su!!ort classroo", distance learning for Microsoft 6or!oration.; 0R 5ewswire, D$!ril B, +CCI>7 Jinancial <ews. Dresand, Qoel D+CCC>. 81isconsin fir"s seek older workers to fill e"!lo#"ent needs.; The *ilwaukee 6ournal ,entinel, DMarch +(>. Durtschi, 3ichard D+CCI>. 8E"!lo#ees of the future.; Business and *anagement 0ra ti es, D-ctober>, )ID+'>7 ?C52', )'.

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D#chtwald, Pen D+CCC>. Age 0ower) 2ow the 78st Century will "e Ruled "y the 5ew Old. <ew Lork, <L7 Qere"# P. Tarcher@Putna". 8E"!lo#ers add benefits to "eet boo"ers4 retire"ent needs, sa#s $ssure, International retire"ent !lans and financial education %alued b# e"!lo#ees, sur%e# re%eals.; Canada 5ews(ire, D<o%e"ber +I, +CCC>7 Jinancial news. 8E"!lo#ers look for new hires on golf courses.; The Burlington .ree 0ress, DQul# +', ?'''>7 Business Monda#, A. 8E,!erience 1orks. for the e"!lo#er.; $t htt!7@@www.e,!erienceworks.org@e"X"ain.ht" Daccessed 'A5+I5''>. J#ock, 6atherine D. D+CC2>. -et the Best) 2ow to Re ruit the 0eo#le You (ant. Ho"ewood, IL7 Business -ne Irwin. Garen, QohnN Berger, MarkN and Jrank Scott D+CCB>. 8Pensions, non5discri"ination !olicies, and the e"!lo#"ent of older workers.; 9uarterly Review of : onomi s and .inan e, D1inter>, 2BD)>7 )+A. Goldberg, Be%erl# D?'''>. Age (orks. <ew Lork, <L7 The Jree Press. Gransbur#, Pat D+CC(>. 8Moti%ation of the older worker.; ,u#ervision, DJebruar#>. Green Thu"b 1eb Site. Ho"e!age at htt!7@@www.greenthu"b.org@ Daccessed 'A5+25''>. Hall, Douglas T. and Phili! H. Mir%is D+CCI>. 8Increasing the %alue of older workers7 Jle,ible e"!lo#"ent and lifelong learning.; In Qa"es $. $uerbach Ded.>, Through a -lass +arkly) Building the 5ew (ork#la e for the 78st Century. <P$ 3e!ort Y?IC. 1ashington D.6.7 <ational Polic# $ssociation. Harrington, 3obert Q. D+CCA>. 8$ new "eans to i"!ro%e !roducti%it#, !rofitabilit#, and

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e"!lo#ee "orale.; Jro" the Joundation for Enter!rise De%elo!"ent7 The entre!reneurial e"!lo#ee ownershi! resource. $t htt!7@@www.fed.org@online"ag@ /unCA@e"harri.ht"l Daccessed 'A5+I5''>. Henkens, P., S!rengers, M. and Jrits Ta9elaar D+CCB>. 8 ne"!lo#"ent and the older worker in the <etherlands7 3e5entr# into the labour force or resignation.; Ageing and ,o iety, +B, (B+5(AI. 8In brief7 Mellon in%est"ent unit to hire older workers.; The Ameri an Banker, DDece"ber B, +CCC>7 <ational@Global, I. Pauff"an, Qonathan D?'''>. 8The Bu99.; 1ith letter contributions fro" 6raig S!ie9le, President, $geLight, 6l#de Hill, 1$, and Phil Blair, E,ecuti%e -fficer, Man!ower, San Diego, 6$. The Business and Aging 5etworker7 9uarterly 5ewsletter of the Business .orum on Aging of the Ameri an ,o iety on Aging, DS!ring>, ID)>7 A5I. Pease#, Gregor#. 8Green Thu"b offers a solution to the techforce shortage.; Jro" Microsoft Training W Ser%ices, 6o!#right Z?''' Microsoft 6or!oration. $t htt!7@@"icrosoft.co"@ trainingandser%ices@default.as!:PageID[trainingWPage6all["atureWSubSite[itcr Daccessed 'A5+25''>. Platt, Bruce D+CCC>. The 1ltimate Training (orksho# 2and"ook. <ew Lork, <L7 McGraw5 Hill. LePree, Qo# D+CCI>. 8Shattering the "#ths about training older workers.; %ndustrial *aintenan e ; 0lant O#erations, DMarch 2+>7 Manage"ent 3e!ort, AB. Massnick, Jorler. 8Think outside the bo, about toda#4s tight labor "arket.; Pro%ided to the Peo!le1iseV H3 Joru" b# E,!eriencenet.co", 6o!#right Z?''', Peo!le1ise and Societ# for Hu"an 3esource Manage"ent. $t htt!7@@www.shr".org@!eo!lewise@ '+''"assnick.ht" Daccessed 'A5+25''>. 2I

Metro!olitan Life Insurance 6o"!an# DQune +CCA>. 8The MetLife Stud# of E"!lo#er 6osts for 1orking 6aregi%ers.; Mur!h#, Donna D?'''>. 8 tili9ing the talents of elders.; The Burlington .ree 0ress, DQul# +'>7 Si,t# Plus, +6. <ational $lliance for 6aregi%ing and the <ational 6enter on 1o"en and $ging D+CCC>. 8The MetLife Quggling $ct Stud#7 Balancing caregi%ing with work and the costs in%ol%ed.; The MetLife Mature Market Institute, 6o!#right Z+CCC Metro!olitan Life Insurance 6o"!an#, D<o%e"ber>. 8-lder worker !rogra"s.; (ork#la e <isions, Issue +, D?'''>. Jro" the 1ork!lace Trends Progra", office of the Societ# for Hu"an 3esource Manage"ent, $le,andria, &$. $t htt!7@@www.shr".org@trends@%isions@worker.ht" Daccessed 'A5+I5''>. 8-lder workers go infotech.; Third$ge.co" dail# news archi%e, D<o%e"ber ?I, +CCA>. $t htt!7@@www.thirdage.co"@news@archi%e@CA++?I5'2.ht"l Daccessed 'A5+)5''>. -!eration $BLE, 86usto"i9ed grou! training !rogra"s.; $t htt!7@@www.o!erationable.org@ schedule@custo"i9ed.ht" Daccessed 'A5+I5''>. -!eration $BLE, 8Hel! for e"!lo#ers.; $t htt!7@@www.o!erationable.org@e"!lo#ers.ht"l Daccessed 'A5+I5''>. Parker, MarcieN Berg"ark, 3. EdwardN and Phili! H. Dell D+CC)>. 8Junctional assess"ent and the older worker.; To#i s in -eriatri Reha"ilitation, +'D+>7 2C5)C. Senior 6o""unit# Ser%ice E"!lo#"ent Progra" DS6SEP>, 81e bring o!!ortunit# to disad%antaged and older $"ericans.; Jro" Green Thu"b 1eb Site, at htt!7@@www.greenthu"b.org@scse!.ht"l Daccessed 'A5+25''>. Shea, Gordon D+CC+>. *anaging Older :m#loyees. San Jrancisco, 6$7 Qosse#5Bass, Inc. S"ith, Q. 1alker D+CCI>. Ro king the Ages. <ew Lork, <.L.7 Har!er56ollins. 2C

Societ# for Hu"an 3esource Manage"ent DSH3M>, 8Man# older worker "#ths are challenged b# SH3M@$$3P sur%e#,; !ress release, $le,andria, &$, DMa# +(, +CCI>. Steinhauser, Sheldon D+CCI>. 8$ge bias7 Is #our cor!orate culture in need of an o%erhaul:; 2R *aga3ine, DQul#>. $t htt!7@@www.shr".org@hr"aga9ine@articles@oACIco%.ht" Daccessed 'A5+I5''>. Sterns, Har%e# L. and Dennis Do%ers!ike D+CIC>. 8$ging and the training and learning !rocess.; In Irwin L. Goldstein, Training and +evelo#ment in Organi3ations. San Jrancisco, 6$7 Qosse#5Bass Publishers. 8Strategic recruiting7 $nd the infor"ation technolog# skillforce o%er ('.; Jro" SeniorTechs, at htt!7@@www.srstaff.co"@sr.ht" Daccessed 'A5+I5''>. Sulli%an, Sherr# E. and Edward $. Du!laga D+CCA>. 83ecruiting and retaining older workers for the new "illenniu".; Business 2ori3ons, D<o%e"ber@Dece"ber>7 B(5BC. The Business Joru" on $ging, 8$ "iddle5aging workforce7 The facts,; brochure, office of the $"erican Societ# on $ging, San Jrancisco, 6$, Drecei%ed 'A5+A5''>. 8The Ga! chases senior "arket.; Jro" Third$ge.co"7 The 1eb=for Grown !s, 6o!#right Z?''' Third$ge Media. $t htt!7@@www.thirdage.co"@cgi5bin@<ewsPrint.cgi Daccessed 'A5+25''>. 8Third$ge solutions to age bias.; Third$ge.co" dail# news archi%e, DQul# +A, +CCI>. $t htt!7@@www.thirdage.co"@news@archi%e@CI'A+A5'?.ht"l Daccessed 'A5+)5''>. Ti""er"ann, Sandra D?'''>. 8Hidden costs of eldercare.; The Business and Aging 5etworker7 9uarterly 5ewsletter of the Business .orum on Aging of the Ameri an ,o iety on Aging, DS!ring>, ID)>7 (5B. 8Too "an# co"!anies o%erlook %aluable assets older workers !ro%ide'= Broward +aily Business Review, D$ugust ?), +CCI>7 Busti!s, $A. )'

Turnbull, Lornet D+CCC>. 8-lder workers !ro%e willing, able to hel! labor5stra!!ed e"!lo#ers7 Their work ethic sets a good e,a"!le for #ounger folks in the work!lace.; The Colum"us +is#at h, D<o%e"ber ??>7 Business Toda#, +'. see", Michael D+CCI>. 8Business restructuring and the aging workforce.; In Qa"es $. $uerbach Ded.>, Through a -lass +arkly) Building the 5ew (ork#la e for the 78st Century. <P$ 3e!ort Y?IC. 1ashington D.6.7 <ational Polic# $ssociation. 1ea%er, Peter D+CCI>. 8Hel! in hiring older workers.; 5ation4s Business, DQune>7 1ork Jorce, (2. 1eiss"an, Dan D+CCC>. 8-nline handicraft site recruits senior citi9ens.; The ,tar!Ledger, D<o%e"ber +B>. 1endt, George $. D+CCC>. 8Training notebook.; Business and *anagement 0ra ti es, DMa#>, +(?D(>7 2'5)'. 81hat is SeniorTechs all about:; Jro" SeniorTechs, at htt!7@@www.srstaff.co"@about.ht" Daccessed 'A5+I5''>. 1ol%erton, Tro# D+CCI>. 86alifornia database founder urges co"!anies to hire the retired.; ,an 6ose *er ury 5ews, DMarch ?)>7 SQ53etire. 81orkforce Manage"ent7 The cultural shift; D+CCI>. Jro" (atson (yatt %nsider, 6o!#right Z?''' 1atson 1#att 1orldwide. $t htt!7@@www.watsonw#att.co"@ho"e!age@us@new@ insider@new@+CCI@+CCIX'IX'+.as! Daccessed 'A5+25''>. Leatts, Dale E.N Jolts, 1. EdwardN and Qa"es Pna!! D+CCC>. 8-lder worker4s RsicS ada!tation to a changing work!lace7 E"!lo#"ent issues for the ?+st centur#'= :du ational -erontology, ?(7 22+52)A.

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