1. The plight of Older Americans, written by Maryse Augustin, 10/3/2016.
As age progression catches up, and renders some of us unprepared to deal with its impact, there can
only be hope and ideals that may or may not be realistic in our mindsets. With the growing number of
millennials and those in mid-career transitions, it appears clear that older Americans' positions become
secondary pertaining to employment opportunities, as well as business start ups. For me, personally,
my experience has been less than ideal, and unconforming to my set of credentials and level of
experience.
Wouldn't it be great to consider an aging population worthy of a program that is suitable for holders of
different sets of credentials, rather than a pool of over "55" determined only by age, to fill vacancies
centered around meeting bare necessities only, regardless of achievements and dreams. According to
the U.S. Dept. of Labor, “The “Older Americans Act” provides training for unemployed and low
income seniors”. Granted that this act can be beneficial for some in such a category, but the overall
impact on those with career outlooks that adhere to a level of professionalism, comparable to a
hierarchical echelon, would not be considered optimal. According to “NextAvenue.org” The EPA
has an environmental employment program which hires enrollees at a modest wage of $12..an hour.
Such a program is geared toward the senior population, with hands on experience to train the younger
generation. An “Agriculture conservation” program, which has been in existence at the EPA for 7
years, appears also diminutive in terms of offering marketable wages to experienced seniors. Be that
as it may, the EPA agency’s efforts in developing programs for older Americans are very much on
point relative to a perspective of recapturing an essence for an older workforce.
Is it a myth that there is a skills gap? Or, is it possible that employers are simply unrealistic in their
goals for ideal prospects. It is certainly not becoming of an effort that purports idealism for equal
opportunity, and adherence to a mission statement. According to labor statistics, an unemployment
rate of 8% translates into a rate of at least 6% within the age bracket of 45-64. To be clear, and to
translate the significance of such, if an employable workforce totals 1,000, 60 of the unemployed 80, is
representative of older Americans.
“By 2030, millennials will represent 75% of the labor workforce” [Forbes.com.].. In retrospect,
preparing these youngsters for America’s future, philosophically conforms to the views of generational
emergence. While I support this viewpoint, I also sense that the technical skills derived from younger
minds may be perceived as being within a qualitative framework or trends in varying industries, and
therefore favored. On the same point, millennials are the future, and should be adequately trained and
prepared for challenges. Equally important is the fact that baby boomers have had to deal with
challenges in their lives, and have benefitted from certain platforms, to adequately compete in the
workplace.
The platforms under which many older Americans stand and progress, include attaining a higher level
of education, adequately competing with modern technology against their counterparts, and starting up
new ventures. As such, it appears that there should be a greater importance placed in hiring older
Americans at prevailing wages, so that they may contribute effectively to any given mission. As
colleges and universities continue to offer options for new careers to all, including those in the 55 and
older brackets, employment opportunities should mirror these options, most notably in the form of
allowing some to meet their financial goals.
Maryse Augustin, MBA 2014