designing the age friendly workplace1. 2 module 1: getting started
TRANSCRIPT
Designing the Age Friendly Workplace 1
Designing the
Age Friendly
Workplace
Designing the
Age Friendly
Workplace
Designing the Age Friendly Workplace 2
MODULE 1: GETTING STARTED
Designing the Age Friendly Workplace 3
Who Are You?– What is your name?
– Who is your employer?
– What is your job?
Who We Are…
Participant and Instructor Introductions
Designing the Age Friendly Workplace 4
Icebreaker
Designing the Age Friendly Workplace 5
- The workforce is aging, which means more older workers will be on the job.
- Injuries and illnesses become more serious and costly with age – unless...
- The stakes are high: safety, quality, health care costs, competitiveness, sustainable business practices
- Some organizations will thrive, others will not.
Why Are We Doing This Workshop?
Designing the Age Friendly Workplace 6
18-44%
55-68%
0 20 40 60 80 100
Percent
Percent ofEmployersActually
ImplementingPrograms
Percent ofEmployersWho Know
What ShouldBe Done
The Gap Between Knowledge and Action
AARP Survey of 400 Employers, 1998
AARP Survey of 400 Employers, 1998
Designing the Age Friendly Workplace 7
83% agreed that workers approaching traditional retirement age will play a greater role in the U.S. workforce over the next decade than in previous decades.
83% agreed that workers approaching traditional retirement age will play a greater role in the U.S. workforce over the next decade than in previous decades.
“Despite an overall awareness of the potential implications of the aging workforce, few companies have taken action to prepare.”
Out of 1000 Business Executives in 2006...
From: Business executives’ attitudes toward the aging workforce: Aware but not prepared? Survey conducted by BusinessWeek Research Services for AARP, October 2006.
But...But...
Designing the Age Friendly Workplace 8
Our Goals for the Workshop
- You will learn about the aging workforce, not just about older workers
- You will learn about designing an age friendly workplace, not just about a workplace for older workers
- You will leave with an action plan and a set of next steps, not just with new information and awareness
- You will enjoy this and be glad you came
Designing the Age Friendly Workplace 9
- What do you want to get out of this?
- What do you need to take back home?
- What is within your zone of authority and responsibility?
Participant and Instructor Expectations
Designing the Age Friendly Workplace 10
- Feel free to challenge
- Silence your cell phones and pagers
- Be on time when returning from breaks
- Participate in the exercises
- Others?
Ground Rules and Expectations
Designing the Age Friendly Workplace 11
The Agenda: Aging Workforce Issues
Module 1: Getting Started
Module 2: The Challenges of an Aging Workforce
The physical and mental changes of aging
Safety, health, work ability and job performance
Module 3: Dimensions of an Age Friendly Workplace
The Work Environment The Individual
Work Arrangements Community Support
Work/Life Balance
Designing the Age Friendly Workplace 12
Module 4: The Work EnvironmentUsing the principles of universal designChoosing the first target for your action plan
Module 5: The Individual The need for health promotion and disease prevention
servicesChoosing the second action plan target
Module 6: Work/Life BalanceFlexible choices both while on the job and for retirementLooking outside the workplace to community resourcesChoosing the third action plan target
The Agenda: Strategies to Prepare
Designing the Age Friendly Workplace 13
Module 7: Putting It All Together
Reviewing the action plan list and deciding next steps
The Agenda: Developing an Action Plan
Designing the Age Friendly Workplace 14
The Aging Workforce
519751975Washington State Population Increase
SOURCE: Office of Financial Management, Forecasting Division, June 2001.
Male Female 85+
80 – 84
75 – 79
70 – 74
65 – 69
60 – 64
55 – 59
50 – 54
45 – 49
40 – 44
35 – 39
30 – 34
25 – 29
20 – 24
15 – 19
10 – 14
5 – 9
0 – 4
85+
80 – 84
75 – 79
70 – 74
65 – 69
60 – 64
55 – 59
50 – 54
45 – 49
40 – 44
35 – 39
30 – 34
25 – 29
20 – 24
15 – 19
10 – 14
5 – 9
0 – 4
OLD
YOUNG
SOURCE: Office of Financial Management, Forecasting Division, June 2001.
19951995Washington State Population Increase
Male Female 85+
80 – 84
75 – 79
70 – 74
65 – 69
60 – 64
55 – 59
50 – 54
45 – 49
40 – 44
35 – 39
30 – 34
25 – 29
20 – 24
15 – 19
10 – 14
5 – 9
0 – 4
85+
80 – 84
75 – 79
70 – 74
65 – 69
60 – 64
55 – 59
50 – 54
45 – 49
40 – 44
35 – 39
30 – 34
25 – 29
20 – 24
15 – 19
10 – 14
5 – 9
0 – 4
OLD
YOUNG
SOURCE: Office of Financial Management, Forecasting Division, June 2001.
20002000Washington State Population Increase
Male Female 85+
80 – 84
75 – 79
70 – 74
65 – 69
60 – 64
55 – 59
50 – 54
45 – 49
40 – 44
35 – 39
30 – 34
25 – 29
20 – 24
15 – 19
10 – 14
5 – 9
0 – 4
85+
80 – 84
75 – 79
70 – 74
65 – 69
60 – 64
55 – 59
50 – 54
45 – 49
40 – 44
35 – 39
30 – 34
25 – 29
20 – 24
15 – 19
10 – 14
5 – 9
0 – 4
OLD
YOUNG
20052005Washington State Population Increase
SOURCE: Office of Financial Management, Forecasting Division, June 2001.
Male Female 85+
80 – 84
75 – 79
70 – 74
65 – 69
60 – 64
55 – 59
50 – 54
45 – 49
40 – 44
35 – 39
30 – 34
25 – 29
20 – 24
15 – 19
10 – 14
5 – 9
0 – 4
85+
80 – 84
75 – 79
70 – 74
65 – 69
60 – 64
55 – 59
50 – 54
45 – 49
40 – 44
35 – 39
30 – 34
25 – 29
20 – 24
15 – 19
10 – 14
5 – 9
0 – 4
OLD
YOUNG
20202020Washington State Population Increase
SOURCE: Office of Financial Management, Forecasting Division, June 2001.
Male Female 85+
80 – 84
75 – 79
70 – 74
65 – 69
60 – 64
55 – 59
50 – 54
45 – 49
40 – 44
35 – 39
30 – 34
25 – 29
20 – 24
15 – 19
10 – 14
5 – 9
0 – 4
85+
80 – 84
75 – 79
70 – 74
65 – 69
60 – 64
55 – 59
50 – 54
45 – 49
40 – 44
35 – 39
30 – 34
25 – 29
20 – 24
15 – 19
10 – 14
5 – 9
0 – 4
OLD
YOUNG
Designing the Age Friendly Workplace 20
Labor Force Participation Rate of Workers 65 and Over, 1948-2007
Source: U.S. Bureau of Labor Statistics
5
10
15
20
25
30
1948 1958 1968 1978 1989 1999
Per
cen
t o
f P
op
ula
tio
nP
erce
nt
of
Po
pu
lati
on
Designing the Age Friendly Workplace 21
Skills Shortage
By 2010, as many as 60 percent of today’s experienced utility workers will retire. (April 2005 IBEW Journal )
Designing the Age Friendly Workplace 22
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
Designing the Age Friendly Workplace 23
-50,000
50,000
150,000
250,000
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+
Projected Change in Age of Population by Age Group for Washington, 2005-2025
Source: Office of Financial Management
Nu
mb
er o
f P
eop
le
Designing the Age Friendly Workplace 24
0
10
20
30
40
50
1960 1980 2000 2040 2060 2080
1 old / 5 young
1 old / 2.5 young
The Old-Age Dependency Ratio
Source: Stephen Goss, Chief Actuary Social Security Administration
Presentation to Senate Finance Committee 2/2/2005
%%
Designing the Age Friendly Workplace 25
Participation in Defined Contribution and Defined Benefit Retirement Plans
0
10
20
30
40
50
1992-93 1996-97 2000 2007
Defined Contribution Defined Benefit
%%
Source: U.S. Bureau of Labor Statistics
Designing the Age Friendly Workplace 26
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 retirement
Early signs of response
Designing the Age Friendly Workplace 27
Projected Percent Change in Labor Force by Age Group, 2006-2016
-6.9
2.4
36.5
83.4
84.3
-20 0 20 40 60 80 100
Percent Change
75 and older75 and older
65 to 7465 to 74
55 to 6455 to 64
25 to 5425 to 54
16 to 2416 to 24
Source: U.S. Bureau of Labor Statistics
From The Daily Olympian, 9/2/2007 and 9/3/2007
Designing the Age Friendly Workplace 29
Mervin "Shorty" Onstead, 67 Truck DriverCVS Distribution Center
Somerset, Pennsylvania
Bertha Miller, 78 Fire ChiefGrants Pass Rural Fire Department
Grants Pass, Oregon
Alice Eason Ballance, 88 DirectorKiddie World/Mary Alice Day CenterWindsor, North Carolina
Ralph L. Rhodes, 71 Letter CarrierUnited States Postal Service
Portsmouth, New Hampshire
Percy Broussard, 71 Assembly Department Oven OperatorStuller, Inc. Lafayette, Louisiana
Carlos Page, 74 Senior Security OfficerAugusta Entertainment Center Complex
Augusta, Georgia Henry F. Deel, 75 Heavy Equipment OperatorMatney ConstructionGrundy, Virginia
Experience Works: Prime Time Awards Program 2007 Outstanding Older Workers
Designing the Age Friendly Workplace 30
We continue to hire senior citizens because it makes good business sense.
- company president Frederick Hartman
Vita Needle Finds Vital Employees Among the ElderlyWorkforce, Nov, 2000 by Caroline Louise Cole
Vita Needle Finds Vital Employees Among the ElderlyWorkforce, Nov, 2000 by Caroline Louise Cole
Vita Needle is a manufacturing company whose workforce averages 76 years of age.
Designing the Age Friendly Workplace 31
Taking Action to Prepare for the FutureTaking Action to Prepare for the Future
Designing the Age Friendly Workplace 32
Your Workplace
• How does your experience compare to what we just talked about?
- Demographics
- Preparation
• What are some examples of successful projects?
… any unsuccessful ones?
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Action Plans That WorkWhy some projects fail and others succeed
• Choosing important actions
• Choosing actions that matter to someone
• Immediate actions, not future goals
• Integration: a smooth fit, not just one more thing
• An effective method: The Breakthrough Process
Designing the Age Friendly Workplace 34
Building My Action Plan
Action Area What Who When How Challenges Next Steps
The Work Environment
The Individual
Work/Life Balance- Work Arrangements
- Community Support
Designing the Age Friendly Workplace 35
Introducing Ralph, Joyce and NPI
Designing the Age Friendly Workplace 36
Discussion Questions
• What are some reasons that Ralph might have for wanting to postpone retirement past 62?
• What are the few things he might want to work out?
• Would NPI want to keep Ralph at work longer? Why or why not?
• How might Joyce’s experience be different from Ralph’s first years at NPI? How might it be similar?
• Does NPI have influence over whether Joyce stays?