slide 1 working longer and smarter? the aging workforce ... · slide 8 characteristic 16y+ 16 -24...
TRANSCRIPT
Slide 1
The Aging Workforce:
Working Longer and Smarter?
Barbara Silverstein, SHARP
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Slide 2
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Slide 3 Vita Needle Finds Vital Employees Among the Elderly
Workforce, Nov, 2000 by Caroline Louise Cole
Of the 35 employees at Vita Needle, most on the factory floor are
over 65. Many who spend their days turning slender rods of hollow
steel into syringe needles are well into their 80s.
These days, the average age at Vita Needle
hovers around 76, but given the company's
reputation for providing "work for life," that
number edges up with each passing year,
according to company president Frederick
Hartman.
"We didn't plan it this way, but we continue to
hire senior citizens because it makes good
business sense; we're not a charity," he said
emphatically. "Our older workers have helped
us build a strong company… It works. It really
works."
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Slide 4
60
50
40
30
20
10
0
Population Pyramid
• From pre-history to pre-modern times
…and in some modern-day cultures…
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Slide 5 Some Modern Pyramids
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Slide 6 Some Modern Pyramids
One child policy starts 1979
Cultural Revolution 1966-76
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Slide 7 Projected Change in Age of Population
by Age Group for Washington, 2005-2025
-50,000
0
50,000
100,000
150,000
200,000
250,000
300,000
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
+
Source: Office of Financial Management
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Slide 8
16y+ 16-24 25-54 55+.Characteristic
% unemployed 27+ weeks 39.3 28.5 41.3 49.1
Median # weeks unemployed 19.6 14.4 20.6 26.7
Average# weeks unemployed 29.3 23.3 30.3 35.5
Once unemployed, older workers
tend to remain jobless for longer
than younger workers
Not seasonally adjusted
Labor Force Measures by Age, 2/2010
Source: Issues in Labor Statistics, BLS March 2010
Guess what? The recession is
still going on 3 years after this
report!
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Slide 9
http://www.bls.gov/spotlight/2008/older_workers/data.htm#chart_01
% change in employment by age
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Slide 10
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
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Slide 11 Skills Shortage
By 2010, as many as 60 percent of today’s experienced utility workers will retire. (April 2005 IBEW Journal )
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Slide 12 Looming Crisis in Health Care
• Large numbers of new workers will be required to meet the needs of an increasing and aging population.
• Average age of hospital caregivers is around 45… Lab workers 49.
• 70 percent of the [hospital] workforce will retire over the next 20 to 25 years
– 2002 report "Who Will Care for You?" by the Washington State Hospital Association and Association of Washington Public Hospital Districts
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Slide 13
1 old / 5 young
1 old / 2.5 young
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Slide 14 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 retirementEarly signs of
response
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Slide 15 BusinessWeek’s Cover Story…
• “The logical
conclusion: raise
Social Security's
normal retirement
age incrementally
to 70.”» “Old. Smart.
Productive”
Businessweek:
JUNE 27, 2005
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Slide 16 It is not really so rosy for older workers today
InsideCounsel: Business Insights for Law
Department Leaders March 19, 2012
Labor: Managing a down economy—The Older Worker Benefit Protection Act
How to avoid litigation when firing employees who are 40 or older
If terminate employee who is >40 or older, must provide
either a 21- or 45-day consideration period. Employee gets
at least 7-day revocation period.
If employee age >40, then provide employee with
information regarding the department, class or group of
employees considered for participation in the program,
criteria for selection in the program and any time limits
applicable to the program. Also, employers must provide job
titles & ages of all individuals in the decisional unit.
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Slide 17 Many work part-time after they officially retire
• 60% of workers estimate total value of
savings and investments < $25,000
• Today’s retiree is faced with self-
sufficiency and needs to work at least part
time “in retirement” to have enough to pay
the costs of living that were once paid by
someone else
Dos and Don’ts of Working After Retirement
CNBC 22 May, 2012
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Slide 18
10
12
14
16
18
20
22
1950 1960 1970 1980 1990 2000 2015 2025
Source: U.S. Bureau of Labor Statistics
pe
rce
nt
Percent of Workforce Aged 55+
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Slide 19 Mean Isometric Strength - 25 Muscle Groups
Percent of Strength of 20-22 year-old Males
50
60
70
80
90
100
110
20 30 40 50 60
Age
Perc
en
t
Males
Females
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Slide 20 Prevalence of Chronic
Conditions
0
10
20
30
40
50
60
70
Pre
va
le
nc
<45 45-64 65-74 75
Age
Arthritis and Age
Men
Women
0
10
20
30
40
50
60
70
Pre
va
le
nc
<45 45-64 65-74 75
Age
Hearing Loss and Age
Data from National Health Interview Survey, 1995
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Slide 21 65+ years: NCHS data 2011
26% of those who had Medicaid/Medicare experienced
feelings of sadness for all, most or some of the time 30
days prior
13% who had Medicare
9% who had private health insurance
Had 14 bed days/person vs. 5 days for private
insurance and 6 days for Medicare only
Age positively associated with presence of at least 1
physical difficulty.
Those on Medicaid were 5 times as likely to have 1+
physical difficulties
54% with M&M coverage had fair/poor health (26% with
Medicare and 18% private insurance)
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Slide 22 Median Days Away from Work Due
to Workplace Injury by Age, 2011
Age
Rate per 10,000
FTEs
Median Days Away
From Work
16_19 109.0 3
20_24 112.6 5
25_34 107.1 6
35_44 119.8 9
45_54 128.9 11
55_64 117.9 12
65+ 99.9 14
BLS 11/8/2012
Days away increase with age but
rates are more bell-shaped
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Slide 23 Figure 2a. Incidence of Compensable WMSDs
2001-2004 by Age: Males
0
50
100
150
200
250
14-18 19-24 25-34 35-44 45-54 55-64 65+
Rate
per
10,0
00
Agriculture
Construction
Health
Manufacture
Public Admin
Retail
Services
Transport
Wholesale
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Slide 24
Average Reported Claimant Age for Compensable
Workers' Compensation Claims Washington State
42
44
46
48
50
52
1977
1979
1981
1983
1985
1987
1989
1991
1993
1995
1997
1999
2001
2003
2005
Avg Age
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Slide 25 Workplace Fatalities and Age
11.5
544
3.33.22.2
1.1
0
2
4
6
8
10
12
14
16-17 18-19 20-24 25-34 35-44 45-54 55-64 >64
Age
Rate
per
100,0
00 w
ork
ers
Source: NIOSH Worker Health
Chartbook, 2004, p 264
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Slide 26 Speed vs. Skill
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Slide 27
Strengths
Weaknesses
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Slide 28
“If employers are to reap the benefits of the work ethic
and experience of older workers, they must design the
workplace of the future to meet their needs.” (AARP)
This…
Or this?
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Slide 29 Workplace injuries and age…
• Are younger or older workers safer on the job?
• What are some of the things that determine safety on the job?– Job design
– Job requirements
– Supervision
– Training
– Motivation
– Responsible behavior
• Which of these things can be changed or controlled?
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Slide 30 What are some of the things that
determine job performance and
productivity?
• Skills
• Experience
• Motivation
• Attendance
• Physical condition
• Mental condition
• Incentives and recognition
• Supervision
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Slide 31 Meeting the needs of an
aging workforce• The work environment
– Ergonomics & human factors engineering
• The organization of work– Alternative forms of work organization
– Vocational rehabilitation and return to work
• The employee– Physical fitness and health promotion
– Training and skill development
• Social support– Community based support services
– Access to health care
– Protection from discrimination
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Slide 32 Specific Measures
• Precision and Fine Motor Control
Hand tremors make setting screws difficult
Fixture with cone shaped guides
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Slide 33 Specific Measures
• Precision and fine motor control
• Balance and postural stability
– Handrails
– Housekeeping
– Lighting
– Slip resistant materials
– Repairs and maintenance
– Color contrast
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Slide 34 Specific Measures
• Precision and fine motor control
• Balance and postural stability
• Vision
– Increase general lighting level
– Good task lighting
– Reduce glare
– Increase contrast for important objects
– Enhance color discrimination
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Slide 35 Specific Measures
• Precision and fine motor control
• Balance and postural stability
• Vision
• Temperature regulation
• Hearing
– Redundant signals
– Reduced speed of speech
– Eliminate speech compression
– Amplifying devices
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Slide 36 Specific Measures
• Precision and fine motor control
• Balance and postural stability
• Vision
• Temperature regulation
• Hearing
• Strength, agility, flexibility, endurance– Use mechanical force
– Reduce repetition
– Allow recovery time
– Avoid static and awkward postures
– Job rotation and enlargement
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Slide 37 Meeting the needs of an
aging workforce• The work environment
– Ergonomics & human factors engineering
• The organization of work– Alternative forms of work organization
– Vocational rehabilitation and return to work
• The employee– Physical fitness and health promotion
– Training and skill development
• Social support– Community based support services
– Access to health care
– Protection from discrimination
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Slide 38 Employer Programs to Support
the Needs of an Aging Workforce
18-44%
55-68%
0 20 40 60 80 100
Percent
Actually
Implementing
Know What Should
Be Done
AARP Survey of 400 Employers, 1998
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Slide 39 How would you “design the
workplace of the future” to meet the
needs of an aging workforce?
Action Area Specific policies,
programs and actions
The work environment Ergonomic program
The organization of
work
Quick breaks
The employee Wellness program
Social support Use of unique skill sets
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Slide 40 Summary
• Older workers have a great deal to offer – if accommodations are made to compensate for natural declines in physical and cognitive capacity
• The consequences for not doing this will be significant; the benefits for doing it will be enormous
• Barbara Silverstein, MSN,PhD, MPH
• 360- 902-5668
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