The Case Study (elaborated solely by AIEC) describes the topic of the Job tendencies and vocational orientation and guidance in the ICT sector. Due to the topic of the Youth4Job project, special focus of the study is given to the youth population.
The Case Study (elaborated solely by AIEC) describes the topic of the Job tendencies and vocational orientation and guidance in the ICT sector. Due to the topic of the Youth4Job project, special focus of the study is given to the youth population.
The OECD is examining how the two global mega-trends of population ageing and rising inequalities have been developing and interacting, both within and across generations. This work, and specifically a new report “Preventing Ageing Unequally” (to be released on 18 October), will take a life-course perspective, showing how inequalities in education, health, employment and income interact, and can result in large lifetime disparities across different groups. This discussion will focus on a policy agenda for more inclusive ageing to prevent, mitigate and cope with inequalities and ensure a better retirement for all, with policies coordinated across family, education, employment, social ministries and agencies.
Empowerment 4 employment - Toolkit on decent work for youthCNV Vakcentrale
“Empowerment 4 Employment” is a great toolkit on decent work for youth!. It contains lots of practical information on labour and human rights, including a test for young potential entrepreneurs and advice on how to behave during job interviews.
This Toolkit has been developed for the project “Decent Work for YOUth - Improving the social economic situation of young people in Moldova by empowering Moldovan youth and civil society”.
This Muncă Decentă pentru TINEri” (Decent Work for Youth) project has been developed by UNASM and FACLIA in cooperation with CNV Internationaal with financial support of the European Union. The partners would like to acknowledge the generous support of the European Union in making this possible. This toolkit reflects the views only of the authors, and the European Union cannot be held responsible for any use which may be made of the information contained therein.
More information on this project and the activities of CNV Internationaal:
http://www.cnvinternationaal.nl/en/it-works/decent-work-for-moldavan-youth/
A series of demographic, technological and economic transformations are reshaping labour markets on a global basis. From the entry of billions of new skilled individuals into the global workforce to the acceleration of artificial intelligence and automation, these transformations have been tough on mature economies and especially young people.
At the same time, the dynamics of job creation have changed in a profound way. Large multinational companies and government are important employers, but they are not the primary engines of new job creation. The primary job creators are entrepreneurial firms on a growth trajectory – which are responsible for at least 80% of new jobs. We’ve seen a significant rise in self-employment, freelancing and entrepreneurship and thankfully there are powerful new tools to help entrepreneurs be successful.
Entrepreneurship alone, however, is not a complete solution. There is a significant segment of the population of young people that do not have the skills, nor the tools required to succeed in a more entrepreneurial economy. We need new approaches to skills training and new networks to support entrepreneurial activity.
The first priority is to build networks that can bring the right combination of skills and resources together to solve some of underlying challenges associated with youth unemployment. We need a less fragmented and collaborative approach, one that draws on the strengths of each sector – one where resources are shared and where various actors from across disciplines and sectors contribute complementary assets, perspectives and skills.
Rulings of the French Supreme Court extending the principle of equality in unexpected directions are creating acute problems for employers. Jean-Benoît Cottin from Capstan discusses the implications of the recent employment case law developments in France, which seem to have highlighted the central importance of the constitutional principle of equality in the national motto “Liberté, égalité, fraternité”. Originally posted on the Ius Laboris Knowledge Base: www.globalhrlaw.com
Modernizing the SSDI Eligibility Criteria: Trends in Demographics and Labor M...Mercatus Center
Social Security Disability Insurance program outlays have increased rapidly, roughly doubling in real terms over the past fifteen years.Participation in program (as % of labor-force) has doubled over the past twenty years. Determining the cause of this rapid rate of growth is essential for setting the program on a sustainable, long-term responsible path.
Accelerating Change for Social Inclusion project. Call for Proven Innovations addressed to Long-term Unemployed. Definition of the key elements of the social problem and the solutions.
It’s been 50 years since the first equal pay act in Australia and it shouldn’t take another 50 years to achieve gender pay equity. Chifley Research Centre’s newest research report examines the policies needed to close the gender pay gap sooner. See our report here.
Employment Trends of the Young (Age 25-34) in Metro AtlantaARCResearch
Looks at employment trends by age cohort in metro Atlanta, focusing on the how the important demographic of the 25-34 year old age cohort has fared since the Great Recession.
The OECD is examining how the two global mega-trends of population ageing and rising inequalities have been developing and interacting, both within and across generations. This work, and specifically a new report “Preventing Ageing Unequally” (to be released on 18 October), will take a life-course perspective, showing how inequalities in education, health, employment and income interact, and can result in large lifetime disparities across different groups. This discussion will focus on a policy agenda for more inclusive ageing to prevent, mitigate and cope with inequalities and ensure a better retirement for all, with policies coordinated across family, education, employment, social ministries and agencies.
Empowerment 4 employment - Toolkit on decent work for youthCNV Vakcentrale
“Empowerment 4 Employment” is a great toolkit on decent work for youth!. It contains lots of practical information on labour and human rights, including a test for young potential entrepreneurs and advice on how to behave during job interviews.
This Toolkit has been developed for the project “Decent Work for YOUth - Improving the social economic situation of young people in Moldova by empowering Moldovan youth and civil society”.
This Muncă Decentă pentru TINEri” (Decent Work for Youth) project has been developed by UNASM and FACLIA in cooperation with CNV Internationaal with financial support of the European Union. The partners would like to acknowledge the generous support of the European Union in making this possible. This toolkit reflects the views only of the authors, and the European Union cannot be held responsible for any use which may be made of the information contained therein.
More information on this project and the activities of CNV Internationaal:
http://www.cnvinternationaal.nl/en/it-works/decent-work-for-moldavan-youth/
A series of demographic, technological and economic transformations are reshaping labour markets on a global basis. From the entry of billions of new skilled individuals into the global workforce to the acceleration of artificial intelligence and automation, these transformations have been tough on mature economies and especially young people.
At the same time, the dynamics of job creation have changed in a profound way. Large multinational companies and government are important employers, but they are not the primary engines of new job creation. The primary job creators are entrepreneurial firms on a growth trajectory – which are responsible for at least 80% of new jobs. We’ve seen a significant rise in self-employment, freelancing and entrepreneurship and thankfully there are powerful new tools to help entrepreneurs be successful.
Entrepreneurship alone, however, is not a complete solution. There is a significant segment of the population of young people that do not have the skills, nor the tools required to succeed in a more entrepreneurial economy. We need new approaches to skills training and new networks to support entrepreneurial activity.
The first priority is to build networks that can bring the right combination of skills and resources together to solve some of underlying challenges associated with youth unemployment. We need a less fragmented and collaborative approach, one that draws on the strengths of each sector – one where resources are shared and where various actors from across disciplines and sectors contribute complementary assets, perspectives and skills.
Rulings of the French Supreme Court extending the principle of equality in unexpected directions are creating acute problems for employers. Jean-Benoît Cottin from Capstan discusses the implications of the recent employment case law developments in France, which seem to have highlighted the central importance of the constitutional principle of equality in the national motto “Liberté, égalité, fraternité”. Originally posted on the Ius Laboris Knowledge Base: www.globalhrlaw.com
Modernizing the SSDI Eligibility Criteria: Trends in Demographics and Labor M...Mercatus Center
Social Security Disability Insurance program outlays have increased rapidly, roughly doubling in real terms over the past fifteen years.Participation in program (as % of labor-force) has doubled over the past twenty years. Determining the cause of this rapid rate of growth is essential for setting the program on a sustainable, long-term responsible path.
Accelerating Change for Social Inclusion project. Call for Proven Innovations addressed to Long-term Unemployed. Definition of the key elements of the social problem and the solutions.
It’s been 50 years since the first equal pay act in Australia and it shouldn’t take another 50 years to achieve gender pay equity. Chifley Research Centre’s newest research report examines the policies needed to close the gender pay gap sooner. See our report here.
Employment Trends of the Young (Age 25-34) in Metro AtlantaARCResearch
Looks at employment trends by age cohort in metro Atlanta, focusing on the how the important demographic of the 25-34 year old age cohort has fared since the Great Recession.
At ProductCamp Dublin 2016 I presented a talk on how Product Managers can apply principles of Behavioural Economics to build, message and price better products
Se você é um usuário freqüente de computadores para trabalho ou lazer, também pode entrar no Facebook facilmente de seu computador pessoal por várias maneiras
A study from IBM SWG developerWorks and IBM Center for Applied Insights. To gain a current global snapshot of how organizations are using big data and analytics, cloud, mobile, and social technologies, the IBM Center for Applied Insights conducted a survey of over 1200 IT and business decision makers. The study presents adoption and investment data for these emerging areas and also highlights skills and security challenges. Find out how a Pacesetter group exhibits market-driven, analytical, and experimental traits that allow them to capitalize on these emerging tech areas.
Solar energy one of the most effective alternative source of electrical energy. Through this presentation we described a very popular solar energy product- solar water heater which is very popular and high in demand for its power saving and eco friendly quality You can find out more solar products along with solar water heater from web portal of tradeindia.
IBM Center for Applied Insights Study.
Hybrid cloud is the de facto state of IT. Leading organizations are blending traditional and cloud infrastructures to achieve better business outcomes—from reduced costs and improved productivity to business growth and digital transformation. What’s more, they’re using hybrid cloud to springboard to next generation activities that allow them to disrupt and capture new markets.
The Intelligent Enterprise: How Companies are Using Cognitive Computing to Dr...Susanne Hupfer, Ph.D.
Presented by Susanne Hupfer and Nancy Pearson at IBM World of Watson Conference, Oct. 2016.
Wondering how and why forward-thinking businesses are already adopting cognitive computing and artificial intelligence technologies? Curious about the top business challenges organizations are tackling with cognitive computing? The "IBM Cognitive Study," which surveyed 600 leaders and decision-makers from around the world, provides answers to these questions and more. About 70% of decision-makers say that cognitive computing is extremely important to their business strategy and success. Learn how smart companies are becoming cognitive businesses, and how they're already driving tangible results and ROI.
The aim of this High-Level Capacity Building Seminar is have an international exchange of information on inclusive entrepreneurship actions across the European Union and on how the European Union Structural Funds can be used to support actions that combine entrepreneurship promotion and social inclusion.
Elsa Fornero: Pension reform keynote - NZ OECD Global Symposiumcffc_nz
Professor Elsa Fornero - Chair of Economics, University of Turin - delivered a keynote presentation to the NZ OECD Global Symposium on Financial Education 2016 in Auckland. The topic: What the public and policy makers should know about pensions, pension systems and reforms
'How can we support older workers?' an ILC-UK European policy debate, support...ILC- UK
Tuesday 3rd September, M&G, Governor’s House, Laurence Pountney Hill, London, EC4R 0HH, 16:00 for a 16:30 start – 18:30
Featuring Steve Webb MP (Minister for Pensions); Christopher Brooks (Age UK) and David Sinclair (ILC-UK), presenting findings from a new policy review of European innovations in supporting longer working lives. Chaired by Baroness Greengross, CEO, ILC-UK and cross-bench peer
Europe needs older workers. Its long-term ageing population and recent economic hardships are creating huge fiscal and demographic pressures - pressures which could be greatly relieved if it can encourage its workers to remain in work for longer.
How is this to be achieved?
The European Union recently launched its Europe 2020 strategy which set employment targets of 75% for workers aged 20-64. However, with the old-age dependency ratio for the EU28 predicted to climb over 50% by 2050, much more still needs to be done.
In this event we will hear UK and EU perspectives on how older workers can be supported, with contributions from Steve Webb MP, the UK Minister for Pensions; and Christopher Brooks (Age UK)
To inform this debate, ILC-UK launched a report at the event, supported by Prudential, which shares key policy approaches being taken across to support older workers.
'How can we support older workers?' an ILC-UK European policy debate, support...ILC- UK
Tuesday 3rd September, M&G, Governor’s House, Laurence Pountney Hill, London, EC4R 0HH, 16:00 for a 16:30 start – 18:30
Featuring Steve Webb MP (Minister for Pensions); Christopher Brooks (Age UK) and David Sinclair (ILC-UK), presenting findings from a new policy review of European innovations in supporting longer working lives. Chaired by Baroness Greengross, CEO, ILC-UK and cross-bench peer
Europe needs older workers. Its long-term ageing population and recent economic hardships are creating huge fiscal and demographic pressures - pressures which could be greatly relieved if it can encourage its workers to remain in work for longer.
How is this to be achieved?
The European Union recently launched its Europe 2020 strategy which set employment targets of 75% for workers aged 20-64. However, with the old-age dependency ratio for the EU28 predicted to climb over 50% by 2050, much more still needs to be done.
In this event we will hear UK and EU perspectives on how older workers can be supported, with contributions from Steve Webb MP, the UK Minister for Pensions; and Christopher Brooks (Age UK)
To inform this debate, ILC-UK launched a report at the event, supported by Prudential, which shares key policy approaches being taken across to support older workers.
Core ValuesExcellence Saint Leo University is an educational.docxfaithxdunce63732
Core Values
Excellence
Saint Leo University is an educational enterprise. All of us, individually and collectively, work hard to ensure that our students develop the character, learn the skills, and assimilate the knowledge essential to become morally responsible leaders. The success of our University depends upon a conscientious commitment to our mission, vision, and goals.
Community
Saint Leo University develops hospitable Christian learning communities everywhere we serve. We foster a spirit of belonging, unity, and interdependence based on mutual trust and respect to create socially responsible environments that challenge all of us to listen, to learn, to change, and to serve.
Respect
Animated in the spirit of Jesus Christ, we value all individuals’ unique talents, respect their dignity, and strive to foster their commitment to excellence in our work. Our community’s strength depends on the unity and diversity of our people, on the free exchange of ideas, and on learning, living, and working harmoniously.
Personal Development
Saint Leo University stresses the development of every person’s mind, spirit, and body for a balanced life. All members of the Saint Leo University community must demonstrate their commitment to personal development to help strengthen the character of our community.
ResponsibleStewardship
Our Creator blesses us with an abundance of resources. We foster a spirit of service to employ our resources for University and community development. We must be resourceful. We must optimize and apply all of the resources of our community to fulfill Saint Leo University’s mission and goals.
Integrity
The commitment of Saint Leo University to excellence demands that its members live its mission and deliver on its promise. The faculty, staff, and students pledge to be honest, just, and consistent in word and deed.
[everything we put in the paper must be relevant to Walmart executives and why they should expand into Italy--- we are convincing them to invest Walmart in Italy]
Opportunity Within Italy
-why it’s safe and lucrative (politically, economically, legally)
Political
Economic
Legal
facts for each category to convince Walmart into Italy
Ex: How retail sales relate to GDP growth
-why is Italy desirable
[everything we put in the paper must be relevant to Walmart executives and why they should expand into Italy--- we are convincing them to invest Walmart in Italy]
executive summary (last)
cliffs notes for the entire doc (redundant, nothing introduced)
introduction
put forth: we as consultants have undertaken analysis for the italian industry for discount retailing and we feel walmart has a fantastic opportunity--- why--- how
talk about walmart and it's global strategy (brief history of success/not success)
focus on italy and what creates the opportunity for walmart within the market place
political/economic/legal environment
profit potential
risks of costs
labor (measurement) (interest and motivation for.
how to swap pi coins to foreign currency withdrawable.DOT TECH
As of my last update, Pi is still in the testing phase and is not tradable on any exchanges.
However, Pi Network has announced plans to launch its Testnet and Mainnet in the future, which may include listing Pi on exchanges.
The current method for selling pi coins involves exchanging them with a pi vendor who purchases pi coins for investment reasons.
If you want to sell your pi coins, reach out to a pi vendor and sell them to anyone looking to sell pi coins from any country around the globe.
Below is the contact information for my personal pi vendor.
Telegram: @Pi_vendor_247
The secret way to sell pi coins effortlessly.DOT TECH
Well as we all know pi isn't launched yet. But you can still sell your pi coins effortlessly because some whales in China are interested in holding massive pi coins. And they are willing to pay good money for it. If you are interested in selling I will leave a contact for you. Just telegram this number below. I sold about 3000 pi coins to him and he paid me immediately.
Telegram: @Pi_vendor_247
What price will pi network be listed on exchangesDOT TECH
The rate at which pi will be listed is practically unknown. But due to speculations surrounding it the predicted rate is tends to be from 30$ — 50$.
So if you are interested in selling your pi network coins at a high rate tho. Or you can't wait till the mainnet launch in 2026. You can easily trade your pi coins with a merchant.
A merchant is someone who buys pi coins from miners and resell them to Investors looking forward to hold massive quantities till mainnet launch.
I will leave the telegram contact of my personal pi vendor to trade with.
@Pi_vendor_247
where can I find a legit pi merchant onlineDOT TECH
Yes. This is very easy what you need is a recommendation from someone who has successfully traded pi coins before with a merchant.
Who is a pi merchant?
A pi merchant is someone who buys pi network coins and resell them to Investors looking forward to hold thousands of pi coins before the open mainnet.
I will leave the telegram contact of my personal pi merchant to trade with
@Pi_vendor_247
What website can I sell pi coins securely.DOT TECH
Currently there are no website or exchange that allow buying or selling of pi coins..
But you can still easily sell pi coins, by reselling it to exchanges/crypto whales interested in holding thousands of pi coins before the mainnet launch.
Who is a pi merchant?
A pi merchant is someone who buys pi coins from miners and resell to these crypto whales and holders of pi..
This is because pi network is not doing any pre-sale. The only way exchanges can get pi is by buying from miners and pi merchants stands in between the miners and the exchanges.
How can I sell my pi coins?
Selling pi coins is really easy, but first you need to migrate to mainnet wallet before you can do that. I will leave the telegram contact of my personal pi merchant to trade with.
Tele-gram.
@Pi_vendor_247
Seminar: Gender Board Diversity through Ownership NetworksGRAPE
Seminar on gender diversity spillovers through ownership networks at FAME|GRAPE. Presenting novel research. Studies in economics and management using econometrics methods.
2. Elemental Economics - Mineral demand.pdfNeal Brewster
After this second you should be able to: Explain the main determinants of demand for any mineral product, and their relative importance; recognise and explain how demand for any product is likely to change with economic activity; recognise and explain the roles of technology and relative prices in influencing demand; be able to explain the differences between the rates of growth of demand for different products.
Abhay Bhutada Leads Poonawalla Fincorp To Record Low NPA And Unprecedented Gr...Vighnesh Shashtri
Under the leadership of Abhay Bhutada, Poonawalla Fincorp has achieved record-low Non-Performing Assets (NPA) and witnessed unprecedented growth. Bhutada's strategic vision and effective management have significantly enhanced the company's financial health, showcasing a robust performance in the financial sector. This achievement underscores the company's resilience and ability to thrive in a competitive market, setting a new benchmark for operational excellence in the industry.
USDA Loans in California: A Comprehensive Overview.pptxmarketing367770
USDA Loans in California: A Comprehensive Overview
If you're dreaming of owning a home in California's rural or suburban areas, a USDA loan might be the perfect solution. The U.S. Department of Agriculture (USDA) offers these loans to help low-to-moderate-income individuals and families achieve homeownership.
Key Features of USDA Loans:
Zero Down Payment: USDA loans require no down payment, making homeownership more accessible.
Competitive Interest Rates: These loans often come with lower interest rates compared to conventional loans.
Flexible Credit Requirements: USDA loans have more lenient credit score requirements, helping those with less-than-perfect credit.
Guaranteed Loan Program: The USDA guarantees a portion of the loan, reducing risk for lenders and expanding borrowing options.
Eligibility Criteria:
Location: The property must be located in a USDA-designated rural or suburban area. Many areas in California qualify.
Income Limits: Applicants must meet income guidelines, which vary by region and household size.
Primary Residence: The home must be used as the borrower's primary residence.
Application Process:
Find a USDA-Approved Lender: Not all lenders offer USDA loans, so it's essential to choose one approved by the USDA.
Pre-Qualification: Determine your eligibility and the amount you can borrow.
Property Search: Look for properties in eligible rural or suburban areas.
Loan Application: Submit your application, including financial and personal information.
Processing and Approval: The lender and USDA will review your application. If approved, you can proceed to closing.
USDA loans are an excellent option for those looking to buy a home in California's rural and suburban areas. With no down payment and flexible requirements, these loans make homeownership more attainable for many families. Explore your eligibility today and take the first step toward owning your dream home.
Scope Of Macroeconomics introduction and basic theories
Age discrimination at work
1. Age Discrimination in Italy
READY FOR OUR LIVES
International Erasmus Plus
Project
2015-2018
Project Meeting in Porto -17th -
24th February 2016
2. The purpose of this research has been to explore how age
discrimination express itself in the Italian labour market even
if our legislation should avoid that.
One important consideration is that age discrimination does
not concern only people above a particular age but it affects
many age groups in different ways, with the strongest
implications for the youngest and oldest individuals.
3. LEGISLATION
Article 3 of the Italian Constitution introduces a general principle of
equality, which prohibits all forms of discrimination.
Article. 15 of the Workers' Statute, dated 1970, states that any act
directed to discriminate in the assignment of jobs or levels of
employment for reasons related to age is null.
The EU Directive of 2002 was implemented by Law of 2003 and
introduced further protections against discrimination. In particular,
according to this Statute, direct discrimination is committed when a
person is, has been or would be treated less favourably for reasons
that include age.
4. In Italy age discrimination in the labour market presents itself in
various ways. Some are explicit, such as the exclusion of older
workers from training or the inclusion of age-limits in recruitment
advertisements. Other ways are more subtle, such as dealing with job
redundancies by means of early retirement. In Italy, young people
also experience serious difficulties entering the labour market and
obtaining stable employment. This has an impact on important
choices such as starting a family or finding better employment.
5. The problem of an aging population and age discrimination has
become a problem in every part of the world.
Historically elderly people were respected as wise custodians of
history and traditions.
In fact, in the past, a very low life expectancy was the rule and not
the exception.
Increased life expectancy and the industrial revolution contributed to
this shift in attitudes towards the aging population as a burden for
society rather than a valuable resource.
6. The effects of an ageing population are more pronounced in Italy
than in most other European countries.
Age gaps in employment rates are much wider than in other EU
countries, with employment rates ranging from 70.2% in the 25-
54 age bracket, to 16.6% for young people (15-24 years old) and
43.0% for the 55-64;
North-South territorial gaps are also the widest in Europe:
employment rates in Southern Italy are at a low 42% versus an
average of 64.2% in the Northern regions.
Another distinctive feature of the Italian labour market is the high
level of taxation on labour.
7. Discrimination in advertising for jobs
There is great variation in the EU states on this issue.
For example, in Italy between 60 and 70% of public recruitment
ads for jobs contain an upper age limit of 35-40 years. This is true
also of recruitment ads for public administration, including the
Italian Parliament - despite the fact that it is against the law.
In other European countries, when an ad discriminates on the age
ground the Equality Authority asks to publish a non discriminatory
version of the ad. So the company re-advertises the position
removing the adjective for example ‘young’.
In Italy this does not happen.
8. What are the problems that a worker over 40 faces in Italy
when trying to remain in the labour market?
Italy still discriminates against older workers when recruiting for training
purposes. Here there are some examples of bad practice:
• The Italian Ministry for Communitarian policies has recently
published illegal advertisement for “Financial and business analysts”
(http://www.simest.it) which discrimnates against older workers;
• The Italian “Regione Autonoma della Sardegna” discriminates on the
ground of age in the case of training “Master and back”
• The advertising for “Funzionari consiliari discriminates against older
workers
(http://consiglio.regione.sardegna.it/sito/Bandi.Concorsi/Bandi/Band
o1.asp)
• The latest recruitment drive for “Uditori giudiziari” (i.e. judges)
discriminates against older people
• “Sviluppo Italia”, a legal entity which give public grants for self-
employment maintains age discrimination.
The reality is that Italian workers who are over 40 still face
prejudices which are forbidden by law!
9. Society ageing and attitudes to elderly
There are four negative stereotypes about older workers:
•older workers do not want to learn;
•these people are more demanding for better work
environment and ask for higher salaries;
they have difficulty by assimilating new technology;
•investments in older workers training bring a low
return;
• They do not adapt to change.
In this case, it is often forgotten elderly strengths, such
as the available expertise, professional and social
competence.
10. Young Workers
Very common stereotypes for young workers:
•Inexperience causes immaturity
•Unreliable
•Abused
a. ask no questions
b. have no demands
c. desire no insurance
"(…) Italy has a very low share of young people studying and
working at the same time. The transition from education to work is
particularly difficult for young graduates. The employment rate of
young tertiary graduates (aged 25-29) is well below the EU average
and that of young people with upper secondary education."
11.
12. Since ageism persists in Europe despite the existing legislation we
need to use any instruments we can to change those attitudes that
allow age discrimination in our societies.
To combat stereotypes about younger and older workers especially
those which claim older workers prevent their younger colleagues
from entering the labour market and promote age diversity and
quality in employment towards all population groups have to be
fought.
We think that a way to instill a positive image for an aging
workforce is to remove any stereotypical views and notions,
through education.