FocalPoint Partnerships Older Workers Are An Asset

Older workers are a valuable part of any organization and as many companies struggle to find experienced, qualified workers, older indivduals are available and willing to fill those gaps. Manpower Group, a job placement firm, found that nearly 70% of employers surveyed reported talent shortages in 2019, up 17% compared to the previous year. One reason cited for the talent shortage is lack of experience. Older workers are often overlooked in the job market, because many employers feel that they are less productive and less able to grasp on to new technologies and ideas. Older workers have many years of experience and often need minimal skills training in order to do the job. Many companies are looking

to replace older workers with a younger team but having a younger workforce doesn’t necessarily create a smarter workforce. Having different age groups working together will help boost productivity and inspire new ideas. A study from Stanford’s leading aging expert Laura Carstensen shows that having a “mixed age teams were the most productive because they benefited from the knowledge and experience of older workers as well as the skill and speed of the younger workers.” Businesses can benefit from the knowledge and experience of older workers because they can help guide younger workers to become strong professionals. Older workers can educate the younger generation on the importance of softs skills and how to handle conflicts and solve problems efficiently. MaturityWorks matches older workers with part-time jobs with local nonprofit, government and faith-based agencies. Trainees earn income while building their self confidence and learning skills valued by local employers.Sources: ThomasNet. Forbes

Effects of Age Discrimination Age discrimination in both the workplace and the hiring process is a concerning issues for older workers. A study by Yale School of Public Health found that age discrimination has a serious effect on the health and wellbeing of a person over 50. For the unemployed, feeling excluded and discriminated against lowers self-esteem, making them feel less motivated to continue their job search. Older women face more discrimination in the workforce than men do, and often have a harder time finding employment after they turn 55. Many women take time off from their career to raise their families and have difficulty getting back to work due to gaps in their resume. Women often shy away from the job market because they feel ashamed of the gap or they feel too old to be looking for a job. Women generally have less retirement saving then men and for many, going back to work is necessary for income to support them and for social interaction. Women over 55 are still ambition and seek fulfilling work where they can use their skills and learn. They can also serve as a role model for younger women who are just starting out in their career. Age discrimination also influences the economy. A report by AARP found that in 2018, the U.S missed out on $850 billion in GDP because “those age 50-plus who wished to remain in or re-enter the labor force, switch jobs or be promoted within their existing company were not given that opportunity.” By 2050, loses could rise to $3.9 trillion if bias against age continues the way it has been. In today’s ever changing economy, it is important to provide opportunities for the older generations, and to not discount their talents due to age. Source: AARP , The Cut, Forbes , American Society For Aging

Pennsylvania IssueMarch 2020Volume 4, Issue 2

www.workplace.org/maturityworks 350 Fairfield Avenue, Bridgeport, CT (203) 610-8588

Reframing Retirement MetLife released their 2020 Evolving Retirement Model Study which shows how much retirement has changed over the past decade. Older workers are anticipated to be the fastest growing age group in the work force in the upcoming years, and instead of preparing for retirement, many individuals are continuing to work or seek employment. According to the study, the most common reason older workers are delaying retirement is they simply can’t afford to retire yet and need an income for bills and expenses. They also want to continue saving for retirement and to maximize their pension benefits The line between retirement and work has become blurred over the past decade, there is no longer a “hard stop” to working as there once was. MetLife found that over half of employers (54%) and 43% of workers surveyed “think the commonly used definition of retirement – the process of ceasing to work for pay- should be expanded to account for changes in the work model for older workers”. Phased retirement is one suggestion which allows workers to continue working with a reduced workload. According to MetLife, 74% of workers would like to transition gradually into retirement and 51% of retirees would have preferred to transition gradually into retirement. Creating a seamless transition can help many older workers feel more prepared for retirement. Source: MetLife

Success Story Host Agency Spotlight Fitzwater Homes Phase II (Fitzwater) is a senior independent living residence in Philadelphia. They provide services and activities for their resident such as home health care and Alzheimer information sessions. The sessions offered help promotes the health of seniors by strengthening the partnership between public health and public education. They also offer life insurance workshops, and on-site podiatrist examinations. Fitzwater supports hiring mature workers and has hired four MaturityWorks participants. Around 60% of the staff at Fitzwater is 55 year of age or older. Fitzwater provides opportunities for MaturityWorks participants through their community service assignment to upgrade their office support and housekeeping skills and techniques. Participants perform a variety of cleaning activities and ensure all rooms are cared for and inspected according to standard. They assist with filling and paper management, equipment handing, and customer service for the residents of Fitzwater.

April Thomas enrolled in MaturityWorks in 2016 after being unemployed for 5 years. Prior to being in the program, April had experience working in an office setting. She also has a bachelors in Finance from Hampton University. Even with her previous work exper ience and

education, April struggled to reenter the workforce. Her outdated computer skills and ineffective job search skills. held back from her administrative position aspirations. Aprils community service assignment was at Chester City Hall as an office assistant. Her hardworking and tenacious nature landed her a position as a secretary in the Bureau of Health, where she supports the Director of Health and commercial and residential inspectors. Hands on office training provided through MaturityWorks helped her improve her computer skills and secure a job in a field she is excited to work in. MaturityWorks partnership with host agencies allowed the opportunity for participants like April to flourish, while providing them the opportunity to meet a stellar employee.

MaturityWorks took immediate steps to protect our vulnerable participants by updating our sick leave policy to respond to the impacts of the current health crisis. This update enables participants to continue to receive wages if their host agency closes operations. During this time they will continue to work with the career coaches on training and individual employment plans.