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The Plight of Older Workers A SEMINAR FOR THE BRITISH COLUMBIA   CAREER DEVELOPMENT CONFERENCE            MARCH 9, 2013
The Plight of Older Workers Who are Older Workers? Why are they out of work? What barriers do they face? How can we he...
The Plight of Older Workers        WHO ARE THEY?
This is who they are
This is also who they are
This is also who they are
………and this is also who they are……
OK, so who are they again? Ordinary folks Very experienced (25+ years with the same company    and laid off or down size...
Why are they out of work? Recession Relocation Health Technology rendered their skill obsolete Lack of current job se...
The Plight of the Older Worker       BARRIERS TO EMPLOYMENT   WHY DO OLDER WORKERS HAVE MORE   DIFFICULTY FINDING EMPLOYME...
Barriers to Employment of Older Workers They have NOT looked for a job in several decades
Barriers to Employment of Older Workers They have NOT looked for a job in several decades  and really don’t know how to g...
Barriers to Employment of Older Workers They have NOT looked for a job in several decades  and really don’t know how to g...
Barriers to Employment of Older Workers They have NOT looked for a job in several decades  and really don’t know how to g...
Barriers to Employment of Older Workers They have NOT looked for a job in several decades    and really don’t know how to...
Barriers to Employment of Older Workers They have NOT looked for a job in several decades    and really don’t know how to...
Barriers to Employment of Older Workers They have NOT looked for a job in several decades    and really don’t know how to...
Barriers to Employment of Older Workers Over Qualified for many jobs.
Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs.
Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifica...
Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifica...
Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifica...
Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifica...
Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifica...
Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifica...
Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifica...
Inadequate Programs for Older WorkersQualifications                  Training Options Offered Silveculturalist           ...
The Plight of Older Workers  WHAT CAN WE DO TO HELP THE OLDERWORKER TRANSITION BACK INTO THE WORK               FORCE?
Programs to Assist Older Workers                            Targeted Initiative forFederal                            Olde...
Programs to Assist Older Workers                          Job Options BC UrbanProvincial                          Older Wo...
Aside from those programs, how can we help? Direct them to free resume templates, provide in house    resume writing clas...
More Ways to Help Encourage them to join Toastmasters Encourage them to attend local Chamber of    Commerce Networking E...
Still More Ways to help Suggest that they volunteer within their community Conduct mock interviews Post useful job sear...
AGEISM
AGEISM
Ageism: By Definition… Ageism: an alteration in feeling, belief, or behaviour in response to an individual or group’s per...
Industry built on “Over the Hill” Age prejudice is one of the most socially condoned, institutionalized forms of prejudic...
AGEISM
AGEISM
Ageism’s Double Standard? There is strong evidence that other forms of stereotypes or prejudices favour their own “in-gro...
Mixed Messages Towards Older Workers Studies 1.present evidence from research concluding that    people often have contra...
Negative thoughts get planted… We perceive positive characteristics of the “in-group”  and negative characteristics of th...
AGEISM MYTHS VERSUS FACTMYTH                FACT                     Reality Check: The costs of more MYTH: Older       ...
AGEISM MYTHS VERSUS FACTMYTH                FACT MYTH: Older        Reality: While workers                      with ten...
AGEISM MYTHS VERSUS FACTMYTH                FACT                     Older workers are less likely to MYTH: Older       ...
AGEISM MYTHS VERSUS FACTMYTH                FACT                     Productivity is not a function of Myth : Older     ...
AGEISM MYTHS VERSUS FACTMYTH                 FACT                      Older workers have a high level of Myth : Older  ...
AGEISM MYTHS VERSUS FACTMYTH                     FACT Myth: Training older    The future work life of an                ...
AGEISM MYTHS VERSUS FACTMYTH                   FACT MYTH: Older           Older workers have                         sup...
AGEISM MYTHS VERSUS FACTMYTH                   FACT MYTH: Older           Those over 50 are workers can’t learn     prov...
AGEISM MYTHS VERSUS FACTMYTH                   FACT                        The fastest growing group of MYTH: Older     ...
AGEISM MYTHS VERSUS FACTMYTH                       FACT MYTH: Older               Studies show only  workers can’t learn...
AGEISM MYTHS VERSUS FACTMYTH                  FACT                       After realizing that half of their customers MY...
AGEISM MYTHS VERSUS FACTMYTH                   FACT                        FACT… OUCH. This myth is far too MYTH: Older ...
AGEISM MYTHS VERSUS FACTMYTH                 FACT MYTH: Older         Because theyve seen workers aren’t as    many appr...
AGEISM MYTHS VERSUS FACTMYTH                   FACT MYTH: Older           … The National Study workers can only do    of...
AGEISM MYTHS VERSUS FACTMYTH                 FACT Myth: Older         Attendance records workers take more    are actual...
AGEISM MYTHS VERSUS FACTMYTH                  FACT                       While individual older Myth: Benefit and     wo...
AGEISM MYTHS VERSUS FACTMYTH                 FACT                      Older workers account for Myth: Older          on...
AGEISM MYTHS VERSUS FACTMYTH                   FACT                        Older workers value Myth: Older            de...
AGEISM MYTHS VERSUS FACTMYTH                   FACT MYTH: Older           Many have reached an workers do not          a...
AGEISM MYTHS VERSUS FACTMYTH                       FACT Myth: Older               Who do you think workers don’t        ...
WHY HIRE OLDER WORKERS?
SOURCES   1Government of Alberta (2010). Engaging the Mature Worker: An Action Plan for Alberta. Retrieved on July    21,...
Thank You For Attending              Fraser Valley Training Group              (Wyvern Segreant Training &              ...
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  1. 1. The Plight of Older Workers A SEMINAR FOR THE BRITISH COLUMBIA CAREER DEVELOPMENT CONFERENCE MARCH 9, 2013
  2. 2. The Plight of Older Workers Who are Older Workers? Why are they out of work? What barriers do they face? How can we help them transition back into the work force? Why would employers want older workers?
  3. 3. The Plight of Older Workers WHO ARE THEY?
  4. 4. This is who they are
  5. 5. This is also who they are
  6. 6. This is also who they are
  7. 7. ………and this is also who they are……
  8. 8. OK, so who are they again? Ordinary folks Very experienced (25+ years with the same company and laid off or down sized) Not very experienced (Empty Nest Spouse returning to or entering the workforce) Well Educated (of 15 on one intake there were 5 BAs, 4 MBAs & 3 PHDs) Not so well educated (didn’t complete high school) Skilled or unskilled
  9. 9. Why are they out of work? Recession Relocation Health Technology rendered their skill obsolete Lack of current job search skills Lack of interview skills Financial (need a 2nd income) Insufficient pensions Lack of certifications
  10. 10. The Plight of the Older Worker BARRIERS TO EMPLOYMENT WHY DO OLDER WORKERS HAVE MORE DIFFICULTY FINDING EMPLOYMENT?
  11. 11. Barriers to Employment of Older Workers They have NOT looked for a job in several decades
  12. 12. Barriers to Employment of Older Workers They have NOT looked for a job in several decades and really don’t know how to go about it. They have no experience in writing a resume.
  13. 13. Barriers to Employment of Older Workers They have NOT looked for a job in several decades and really don’t know how to go about it. They have no experience in writing a resume. They are blissfully unaware of on line job search options and are reluctant to use them.
  14. 14. Barriers to Employment of Older Workers They have NOT looked for a job in several decades and really don’t know how to go about it. They have no experience in writing a resume. They are blissfully unaware of on line job search options and are reluctant to use them. Skype? Skype interviews? What is that?
  15. 15. Barriers to Employment of Older Workers They have NOT looked for a job in several decades and really don’t know how to go about it. They have no experience in writing a resume. They are blissfully unaware of on line job search options and are reluctant to use them. Skype? Skype interviews? What is that? They have lost track of their self worth.
  16. 16. Barriers to Employment of Older Workers They have NOT looked for a job in several decades and really don’t know how to go about it. They have no experience in writing a resume. They are blissfully unaware of on line job search options and are reluctant to use them. Skype? Skype interviews? What is that? They have lost track of their self worth. Some of them are technologically challenged.
  17. 17. Barriers to Employment of Older Workers They have NOT looked for a job in several decades and really don’t know how to go about it. They have no experience in writing a resume. They are blissfully unaware of on line job search options and are reluctant to use them. Skype? Skype interviews? What is that? They have lost track of their self worth. Some of them are technologically challenged. Uncomfortable doing face to face networking.
  18. 18. Barriers to Employment of Older Workers Over Qualified for many jobs.
  19. 19. Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs.
  20. 20. Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifications.
  21. 21. Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifications. Have had no practice being interviewed.
  22. 22. Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifications. Have had no practice being interviewed. More people fear public speaking than fear death.
  23. 23. Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifications. Have had no practice being interviewed. More people fear public speaking than fear death. Job skills have been rendered obsolete.
  24. 24. Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifications. Have had no practice being interviewed. More people fear public speaking than fear death. Job skills have been rendered obsolete. Inadequate programs available to assist them.
  25. 25. Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifications. Have had no practice being interviewed. More people fear public speaking than fear death. Job skills have been rendered obsolete. Inadequate programs available to assist them. Feelings of isolation.
  26. 26. Barriers to Employment of Older Workers Over Qualified for many jobs. Under Qualified for other jobs. Lack of Certifications. Have had no practice being interviewed. More people fear public speaking than fear death. Job skills have been rendered obsolete. Inadequate programs available to assist them. Feelings of isolation. Ageism Myths
  27. 27. Inadequate Programs for Older WorkersQualifications Training Options Offered Silveculturalist  Flag Person 30+ Years in the Forestry  Fork Lift Operator Industry  Security Guard Reforestation Expert  Care Aide Executive Management  Hospitality Worker $50K plus/year  CPR No longer physically able  WHMIS to work in the slash.  Food Safe
  28. 28. The Plight of Older Workers WHAT CAN WE DO TO HELP THE OLDERWORKER TRANSITION BACK INTO THE WORK FORCE?
  29. 29. Programs to Assist Older Workers Targeted Initiative forFederal Older Workers (TIOW) 9 weeks  Internet Training Resume Writing  Word & Excel Training Interview Skills  Finding the Hidden Combating Ageism Job Market Training/Certifications Supports  Networking for Jobs Age 50 to 67 from rural  Alternatives such as locations with high Self Employment or unemployment Consulting
  30. 30. Programs to Assist Older Workers Job Options BC UrbanProvincial Older Workers 11 weeks  Assessment of skills 5 weeks in group  Employability Skills 6 weeks of one on one  Short Term Skills Up to 6 months of Training follow up  Life Skills Training NOT EI Eligible  Return to Work Action Available in most Plan urban regions
  31. 31. Aside from those programs, how can we help? Direct them to free resume templates, provide in house resume writing classes and/or refer them to professional resume writers or recruiters. Provide them with job search web site addresses like Workoplolis in addition to the Government Sites. Give them Internet Job Search Training. Teach them Social Networking Job Search Techniques. Connect to them on LinkedIn Refer them to training that coincides with their assessed skills and is relevant to their career goals
  32. 32. More Ways to Help Encourage them to join Toastmasters Encourage them to attend local Chamber of Commerce Networking Events Encourage them to attend trade shows Encourage them to reconnect with their previous employer and their competitors for part time consulting work Encourage them to develop former hobbies into revenue generating businesses Ask them to explore Temp Agencies
  33. 33. Still More Ways to help Suggest that they volunteer within their community Conduct mock interviews Post useful job search hints where your clients can access them Provide them with lists of current standard interview questions Help them formulate appropriate responses Provide older workers with FACTS to dispel ageism MYTHS
  34. 34. AGEISM
  35. 35. AGEISM
  36. 36. Ageism: By Definition… Ageism: an alteration in feeling, belief, or behaviour in response to an individual or group’s perceived chronological age. It may happen to the young and old but for the purposes of our workshop, we’re dealing with just the older worker.
  37. 37. Industry built on “Over the Hill” Age prejudice is one of the most socially condoned, institutionalized forms of prejudices in the world – especially in North America Such cards are often portrayed as humorous, but the essential message is that it is undesirable to get older …
  38. 38. AGEISM
  39. 39. AGEISM
  40. 40. Ageism’s Double Standard? There is strong evidence that other forms of stereotypes or prejudices favour their own “in-group” – yet age attitude does not fit this pattern…  For example, Black culture supporting black heritage Often most of the stereotyping about aging or being an older worker is related to some negative form of debilitation, either physical or mental, which is a precursor to the ultimate outcome of old age, death.
  41. 41. Mixed Messages Towards Older Workers Studies 1.present evidence from research concluding that people often have contradictory views of older persons and because of that today’s older workers are sometimes seen as incompetent - yet warm; thus a basis for the creation of prejudice against older workers is planted.Common Statements from Employers: “You seem really great – but we need…” “You’ve got lots of experience but you seem a bit overqualified…” “We hired someone with more experience” “We need someone that we can train…” “We need someone that will be around for awhile” “We probably wouldn’t hire someone like you anymore…” 1. Brewer, Dull, and Lui, 1981; Kite & Johnson, 1988; Hummert 1990)
  42. 42. Negative thoughts get planted… We perceive positive characteristics of the “in-group” and negative characteristics of the “out-group” to whichever group we belong.  I.E:: Young people feel older people are slow and opinionated and older people see young as lacking discipline and thoughtfulness. Also the “in-group” states things that are positive about themselves propelling some of the positive characteristics while diminishing the “out-group” That type of information starts to become common knowledge, despite being either “myth” or “fact”: Example: What’s said communally about: Forgetting: Youth: “not really interested, or “lack of effort or attention” Older workers: incompetence or memory failure; “its not what it used to be”
  43. 43. AGEISM MYTHS VERSUS FACTMYTH FACT  Reality Check: The costs of more MYTH: Older vacation time and pensions are often outweighed by low turnover among workers are too older workers, while higher turnover among other groups translates into expensive. recruiting, hiring, and training expenses.  And while individual health, disability and life insurance costs do rise slowly with age, they are offset by lower costs due to fewer dependents.  Overall, fringe benefits stay the same as a percentage of salary for all age groups.
  44. 44. AGEISM MYTHS VERSUS FACTMYTH FACT MYTH: Older  Reality: While workers with tenure are entitled to workers are more more vacation time and expensive than pension costs related to number of years worked, younger workers. replacing workers is not cost free.  Aetna Insurance Company did a study of this issue and discovered these factors added 93% to the first years salary of new employees.
  45. 45. AGEISM MYTHS VERSUS FACTMYTH FACT  Older workers are less likely to MYTH: Older job hop, and reduced turnover workers are more can reduce employer expenses. Many older workers have expensive than insurance from prior employers or from a Chamber of Commerce younger workers. or are covered by a working spouse. Some may have retired from another career and receive a pension or other retirement income. Older employees may be willing to work for less pay and benefits to have a rewarding job with flexible hours, use of their skills, and opportunities to interact with others.
  46. 46. AGEISM MYTHS VERSUS FACTMYTH FACT  Productivity is not a function of Myth : Older age. Mature workers produce workers are less higher quality work, which can result in a significant cost savings productive than for employers. younger workers.  Stories abound of highly committed older workers finding others’ potentially costly mistakes regarding everything from misspelling of client names to pricing errors and accounting mistakes.
  47. 47. AGEISM MYTHS VERSUS FACTMYTH FACT  Older workers have a high level of Myth : Older productivity for several reasons.  They often have highly developed workers are less writing and math skills and a lifetime of experiences to draw upon. productive than  Their maturity gives them stability younger workers. and an improved ability to relate to others, and they waste less time. Why is that?  In addition, they are more flexible about working hours and often willing to work part time.
  48. 48. AGEISM MYTHS VERSUS FACTMYTH FACT Myth: Training older  The future work life of an employee over 50 usually workers is a lost exceeds the life of new investment because technology for which the workers are trained. they will not stay on  The American Association the job for long. of Retired Persons (AARP) survey of workers over 40 found that 76 percent intend to keep working and earning after the traditional retirement age of 65.
  49. 49. AGEISM MYTHS VERSUS FACTMYTH FACT MYTH: Older  Older workers have superior study habits and workers can’t learn their accumulated as well as younger experience actually workers. lowers training costs.  Older workers are generally eager to learn new skills – especially technological skills. They want to keep pace with change.
  50. 50. AGEISM MYTHS VERSUS FACTMYTH FACT MYTH: Older  Those over 50 are workers can’t learn proving their ability to learn new skills by as well as younger becoming the fastest workers. growing group of Internet users.  Career-changers in their 50s and 60s are taking courses to enhance their skills.
  51. 51. AGEISM MYTHS VERSUS FACTMYTH FACT  The fastest growing group of MYTH: Older Internet users is over age 50. workers can’t learn  According to a Harvard as well as younger University study, the ability to use an accumulated body of workers. knowledge keeps rising throughout the lifetimes of healthy people. It is true that the most effective ways to learn may be different for older workers than others. Experiential learning has proven to be of greatest value with this group.
  52. 52. AGEISM MYTHS VERSUS FACTMYTH FACT MYTH: Older  Studies show only workers can’t learn negligible loss of cognitive function of as well as younger people under 70. While workers. older workers take longer Myth: You cant teach to absorb completely new an old dog new tricks. material, their better study attitudes and accumulated experience lower training costs.
  53. 53. AGEISM MYTHS VERSUS FACTMYTH FACT  After realizing that half of their customers MYTH: Customers were over 50, Borders decided that the best way to increase its market share was don’t respond well to stress personal service and to hire employees who could relate better to its to older sales and customer base.  There was an added bonus! Turns out that service workers. turnover among their workers over 50 is 10 times less than for those under 30. Reduced turnover costs and consistent service staff naturally led to increased profits.  Here’s another plus. Extensive research indicates that verbal communication, a critical customer service skill, actually increases with age.
  54. 54. AGEISM MYTHS VERSUS FACTMYTH FACT  FACT… OUCH. This myth is far too MYTH: Older close to the truth for many. However, once you meet their requirements, workers will NOT temporary staffing firms offer health care benefit participation at greatly reduced be able to find rates over the cost of insurance you can buy on your own. healthcare coverage  Temping is a growing source of opportunity for people seeking regular, long-term employment. It is a door that is anywhere but in open when all other doors of opportunity seem closed. traditional, full-  Joining your local Chamber of Commerce not only allows you to network for jobs or time jobs. clients, it also offers optional Health Care Coverage at reasonable rates comparable to the group rates you got at work.
  55. 55. AGEISM MYTHS VERSUS FACTMYTH FACT MYTH: Older  Because theyve seen workers aren’t as many approaches fail creative or as in the workplace, they innovative as are more likely to question change but younger workers. they can accept new approaches as well as younger workers can as long as the rationale is explained.
  56. 56. AGEISM MYTHS VERSUS FACTMYTH FACT MYTH: Older  … The National Study workers can only do of the Changing what they have Workforce found that always done. workers 50 or older are much more likely than younger cohorts to run a small business.
  57. 57. AGEISM MYTHS VERSUS FACTMYTH FACT Myth: Older  Attendance records workers take more are actually better for sick days than older workers than for younger workers. younger ones. In fact, according to Health Canada, 80 percent of all older workers have no chronic health problems.
  58. 58. AGEISM MYTHS VERSUS FACTMYTH FACT  While individual older Myth: Benefit and workers health, disability and accident costs are life insurance costs do rise slowly with age, they are higher for older offset by lower costs due to workers. fewer dependents.  Overall, fringe benefits costs stay the same as a percentage of salary for all age groups.  Older workers take fewer risks in accident prone situations and statistically have lower accident rates than other age groups.
  59. 59. AGEISM MYTHS VERSUS FACTMYTH FACT  Older workers account for Myth: Older only eight percent of workers have more workplace injuries, according to the Canadian Centre for accidents. Occupation Health and Safety.  Statistically, older workers have lower accident rates than other groups – probably because experience has taught them not to take risks where workplace safety is concerned.
  60. 60. AGEISM MYTHS VERSUS FACTMYTH FACT  Older workers value Myth: Older dependability and show lower workers are absent rates of absenteeism compared to younger frequently due to workers. health issues, or  They have a strong work ethic, value punctuality, and they face are less likely to need to stay impairment in their home to care for sick children.  Most are healthy themselves; jobs 80% of those 55-64 and 66% of those 65+ rated their health as good or excellent.
  61. 61. AGEISM MYTHS VERSUS FACTMYTH FACT MYTH: Older  Many have reached an workers do not age where quality of want to accept less life becomes more pay and less important than money. responsibility.  Others have been out of work long enough to be grateful for any job they manage to get.
  62. 62. AGEISM MYTHS VERSUS FACTMYTH FACT Myth: Older  Who do you think workers don’t invented these things anyway? possess the same  Baby boomers have been level of tech skills as working with technology younger workers. since the 80s.  Most employees only need to master the technology needed to do their job.
  63. 63. WHY HIRE OLDER WORKERS?
  64. 64. SOURCES 1Government of Alberta (2010). Engaging the Mature Worker: An Action Plan for Alberta. Retrieved on July 21, 2011 Institute of Electrical and Electronics Engineers Justlists.com (ref: Overcoming Myths About Older Workers Flash Cards at http://www.AgelessInAmerica.com ) The American Association of Retired Persons (AARP) Business Week, Health Canada Statistics Canada Canadian Centre for Occupation Health and Safety. Bureau of Labor Statistics. The Center on Aging & Work/Workplace Flexibility at Boston College LESLIE AYRES, THE JOB SEARCH GURU Duke University Wharton School of Business at the University of Pennsylvania http://www.aging.unc.edu/groups/work/forum2008/ Source: American Business and Older Employees. AARP. Washington DC: 2000; Bureau of Labor Statistics 1Government of Alberta (2010). Engaging the Mature Worker: An Action Plan for Alberta. Retrieved on July 21, 2011 Fraser Valley Training Group Targeted Initiative for Older Workers Job Options BC Urban Older Workers
  65. 65. Thank You For Attending  Fraser Valley Training Group  (Wyvern Segreant Training & Consulting)  Richard@idothat.ca  604-649-1181  http://ca.linkedin.com/pu b/richard- lindfield/1a/757/38a/  LinkedIn Training  Social Media Strategies  Program Management
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