Designing the Age Friendly Workplace 1

Designing the

Age Friendly

Workplace

Designing the

Age Friendly

Workplace

Designing the Age Friendly Workplace 2

MODULE 1: GETTING STARTED

Designing the Age Friendly Workplace 3

Who Are You?– What is your name?

– Who is your employer?

– What is your job?

Who We Are…

Participant and Instructor Introductions

Designing the Age Friendly Workplace 4

Icebreaker

Designing the Age Friendly Workplace 5

- The workforce is aging, which means more older workers will be on the job.

- Injuries and illnesses become more serious and costly with age – unless...

- The stakes are high: safety, quality, health care costs, competitiveness, sustainable business practices

- Some organizations will thrive, others will not.

Why Are We Doing This Workshop?

Designing the Age Friendly Workplace 6

18-44%

55-68%

0 20 40 60 80 100

Percent

Percent ofEmployersActually

ImplementingPrograms

Percent ofEmployersWho Know

What ShouldBe Done

The Gap Between Knowledge and Action

AARP Survey of 400 Employers, 1998

AARP Survey of 400 Employers, 1998

Designing the Age Friendly Workplace 7

83% agreed that workers approaching traditional retirement age will play a greater role in the U.S. workforce over the next decade than in previous decades.

83% agreed that workers approaching traditional retirement age will play a greater role in the U.S. workforce over the next decade than in previous decades.

“Despite an overall awareness of the potential implications of the aging workforce, few companies have taken action to prepare.”

Out of 1000 Business Executives in 2006...

From: Business executives’ attitudes toward the aging workforce: Aware but not prepared? Survey conducted by BusinessWeek Research Services for AARP, October 2006.

But...But...

Designing the Age Friendly Workplace 8

Our Goals for the Workshop

- You will learn about the aging workforce, not just about older workers

- You will learn about designing an age friendly workplace, not just about a workplace for older workers

- You will leave with an action plan and a set of next steps, not just with new information and awareness

- You will enjoy this and be glad you came

Designing the Age Friendly Workplace 9

- What do you want to get out of this?

- What do you need to take back home?

- What is within your zone of authority and responsibility?

Participant and Instructor Expectations

Designing the Age Friendly Workplace 10

- Feel free to challenge

- Silence your cell phones and pagers

- Be on time when returning from breaks

- Participate in the exercises

- Others?

Ground Rules and Expectations

Designing the Age Friendly Workplace 11

The Agenda: Aging Workforce Issues

Module 1: Getting Started

Module 2: The Challenges of an Aging Workforce

The physical and mental changes of aging

Safety, health, work ability and job performance

Module 3: Dimensions of an Age Friendly Workplace

The Work Environment The Individual

Work Arrangements Community Support

Work/Life Balance

Designing the Age Friendly Workplace 12

Module 4: The Work EnvironmentUsing the principles of universal designChoosing the first target for your action plan

Module 5: The Individual The need for health promotion and disease prevention

servicesChoosing the second action plan target

Module 6: Work/Life BalanceFlexible choices both while on the job and for retirementLooking outside the workplace to community resourcesChoosing the third action plan target

The Agenda: Strategies to Prepare

Designing the Age Friendly Workplace 13

Module 7: Putting It All Together

Reviewing the action plan list and deciding next steps

The Agenda: Developing an Action Plan

Designing the Age Friendly Workplace 14

The Aging Workforce

519751975Washington State Population Increase

SOURCE: Office of Financial Management, Forecasting Division, June 2001.

Male Female 85+

80 – 84

75 – 79

70 – 74

65 – 69

60 – 64

55 – 59

50 – 54

45 – 49

40 – 44

35 – 39

30 – 34

25 – 29

20 – 24

15 – 19

10 – 14

5 – 9

0 – 4

85+

80 – 84

75 – 79

70 – 74

65 – 69

60 – 64

55 – 59

50 – 54

45 – 49

40 – 44

35 – 39

30 – 34

25 – 29

20 – 24

15 – 19

10 – 14

5 – 9

0 – 4

OLD

YOUNG

SOURCE: Office of Financial Management, Forecasting Division, June 2001.

19951995Washington State Population Increase

Male Female 85+

80 – 84

75 – 79

70 – 74

65 – 69

60 – 64

55 – 59

50 – 54

45 – 49

40 – 44

35 – 39

30 – 34

25 – 29

20 – 24

15 – 19

10 – 14

5 – 9

0 – 4

85+

80 – 84

75 – 79

70 – 74

65 – 69

60 – 64

55 – 59

50 – 54

45 – 49

40 – 44

35 – 39

30 – 34

25 – 29

20 – 24

15 – 19

10 – 14

5 – 9

0 – 4

OLD

YOUNG

SOURCE: Office of Financial Management, Forecasting Division, June 2001.

20002000Washington State Population Increase

Male Female 85+

80 – 84

75 – 79

70 – 74

65 – 69

60 – 64

55 – 59

50 – 54

45 – 49

40 – 44

35 – 39

30 – 34

25 – 29

20 – 24

15 – 19

10 – 14

5 – 9

0 – 4

85+

80 – 84

75 – 79

70 – 74

65 – 69

60 – 64

55 – 59

50 – 54

45 – 49

40 – 44

35 – 39

30 – 34

25 – 29

20 – 24

15 – 19

10 – 14

5 – 9

0 – 4

OLD

YOUNG

20052005Washington State Population Increase

SOURCE: Office of Financial Management, Forecasting Division, June 2001.

Male Female 85+

80 – 84

75 – 79

70 – 74

65 – 69

60 – 64

55 – 59

50 – 54

45 – 49

40 – 44

35 – 39

30 – 34

25 – 29

20 – 24

15 – 19

10 – 14

5 – 9

0 – 4

85+

80 – 84

75 – 79

70 – 74

65 – 69

60 – 64

55 – 59

50 – 54

45 – 49

40 – 44

35 – 39

30 – 34

25 – 29

20 – 24

15 – 19

10 – 14

5 – 9

0 – 4

OLD

YOUNG

20202020Washington State Population Increase

SOURCE: Office of Financial Management, Forecasting Division, June 2001.

Male Female 85+

80 – 84

75 – 79

70 – 74

65 – 69

60 – 64

55 – 59

50 – 54

45 – 49

40 – 44

35 – 39

30 – 34

25 – 29

20 – 24

15 – 19

10 – 14

5 – 9

0 – 4

85+

80 – 84

75 – 79

70 – 74

65 – 69

60 – 64

55 – 59

50 – 54

45 – 49

40 – 44

35 – 39

30 – 34

25 – 29

20 – 24

15 – 19

10 – 14

5 – 9

0 – 4

OLD

YOUNG

Designing the Age Friendly Workplace 20

Labor Force Participation Rate of Workers 65 and Over, 1948-2007

Source: U.S. Bureau of Labor Statistics

5

10

15

20

25

30

1948 1958 1968 1978 1989 1999

Per

cen

t o

f P

op

ula

tio

nP

erce

nt

of

Po

pu

lati

on

Designing the Age Friendly Workplace 21

Skills Shortage

By 2010, as many as 60 percent of today’s experienced utility workers will retire. (April 2005 IBEW Journal )

Designing the Age Friendly Workplace 22

Jobs

%

25-34

%

35-44 Diff.

Industry

Aerospace 133,640 7% 32% 25%

Urban Transit Systems 16,868 8% 25% 17%

Waste Treatment and Disposal 7,201 16% 31% 15%

Support Activities for Water Transportation

13,008 13% 26% 13%

Instruments 18,636 19% 32% 13%

Transportation Departments 14,285 13% 25% 13%

Remediation and Other Waste Management Services

12,647 14% 27% 13%

Water, Sewage and Other Systems 8,712 13% 26% 13%

Industries with Fewest Workers in the Pipeline, Washington State (1st Quarter, 2004)

Source: Employment Security Department

Designing the Age Friendly Workplace 23

-50,000

50,000

150,000

250,000

0-4 5-9 10-14

15-19

20-24

25-29

30-34

35-39

40-44

45-49

50-54

55-59

60-64

65-69

70-74

75-79

80-84

85+

Projected Change in Age of Population by Age Group for Washington, 2005-2025

Source: Office of Financial Management

Nu

mb

er o

f P

eop

le

Designing the Age Friendly Workplace 24

0

10

20

30

40

50

1960 1980 2000 2040 2060 2080

1 old / 5 young

1 old / 2.5 young

The Old-Age Dependency Ratio

Source: Stephen Goss, Chief Actuary Social Security Administration

Presentation to Senate Finance Committee 2/2/2005

%%

Designing the Age Friendly Workplace 25

Participation in Defined Contribution and Defined Benefit Retirement Plans

0

10

20

30

40

50

1992-93 1996-97 2000 2007

Defined Contribution Defined Benefit

%%

Source: U.S. Bureau of Labor Statistics

Designing the Age Friendly Workplace 26

Driving Forces

• Growing skills gap

• Growing dependency ratio

• Need for secure health insurance between ages 50-65

• Decreased confidence in pension security

• Growth of defined contribution pension plans

Increase in full retirement age

Elimination of the retirement earnings test

Elimination of mandatory retirement

Early signs of response

Designing the Age Friendly Workplace 27

Projected Percent Change in Labor Force by Age Group, 2006-2016

-6.9

2.4

36.5

83.4

84.3

-20 0 20 40 60 80 100

Percent Change

75 and older75 and older

65 to 7465 to 74

55 to 6455 to 64

25 to 5425 to 54

16 to 2416 to 24

Source: U.S. Bureau of Labor Statistics

From The Daily Olympian, 9/2/2007 and 9/3/2007

Designing the Age Friendly Workplace 29

Mervin "Shorty" Onstead, 67 Truck DriverCVS Distribution Center

Somerset, Pennsylvania

Bertha Miller, 78                     Fire ChiefGrants Pass Rural Fire Department

Grants Pass, Oregon

Alice Eason Ballance, 88                      DirectorKiddie World/Mary Alice Day CenterWindsor, North Carolina

Ralph L. Rhodes, 71                      Letter CarrierUnited States Postal Service

Portsmouth, New Hampshire

Percy Broussard, 71                      Assembly Department Oven OperatorStuller, Inc. Lafayette, Louisiana

Carlos Page, 74                       Senior Security OfficerAugusta Entertainment Center Complex

Augusta, Georgia Henry F. Deel, 75                       Heavy Equipment OperatorMatney ConstructionGrundy, Virginia

Experience Works: Prime Time Awards Program 2007 Outstanding Older Workers

Designing the Age Friendly Workplace 30

We continue to hire senior citizens because it makes good business sense.

- company president Frederick Hartman

Vita Needle Finds Vital Employees Among the ElderlyWorkforce, Nov, 2000 by Caroline Louise Cole

Vita Needle Finds Vital Employees Among the ElderlyWorkforce, Nov, 2000 by Caroline Louise Cole

Vita Needle is a manufacturing company whose workforce averages 76 years of age.

Designing the Age Friendly Workplace 31

Taking Action to Prepare for the FutureTaking Action to Prepare for the Future

Designing the Age Friendly Workplace 32

Your Workplace

• How does your experience compare to what we just talked about?

- Demographics

- Preparation

• What are some examples of successful projects?

… any unsuccessful ones?

Designing the Age Friendly Workplace 33

Action Plans That WorkWhy some projects fail and others succeed

• Choosing important actions

• Choosing actions that matter to someone

• Immediate actions, not future goals

• Integration: a smooth fit, not just one more thing

• An effective method: The Breakthrough Process

Designing the Age Friendly Workplace 34

Building My Action Plan

Action Area What Who When How Challenges Next Steps

The Work Environment

The Individual

Work/Life Balance- Work Arrangements

- Community Support

Designing the Age Friendly Workplace 35

Introducing Ralph, Joyce and NPI

Designing the Age Friendly Workplace 36

Discussion Questions

• What are some reasons that Ralph might have for wanting to postpone retirement past 62?

• What are the few things he might want to work out?

• Would NPI want to keep Ralph at work longer? Why or why not?

• How might Joyce’s experience be different from Ralph’s first years at NPI? How might it be similar?

• Does NPI have influence over whether Joyce stays?