Lifespan Career Counseling Lifespan Career Counseling Approaches: Meeting the Approaches: Meeting the Needs of an Aging Needs of an Aging PopulationPopulation

Laura M. Smith, MS, CRC, CVELaura M. Smith, MS, CRC, CVEDoctoral Student Doctoral Student Auburn UniversityAuburn University

The Aging Workforce The Aging Workforce

IRI PSG: Contemporary issue and challenge in IRI PSG: Contemporary issue and challenge in the field of VR, 34the field of VR, 34thth Institute, scheduled May, Institute, scheduled May, 20082008

GAO Forum (12-5-2006): Engaging and GAO Forum (12-5-2006): Engaging and Retaining Older WorkersRetaining Older Workers

The Taskforce on the Aging of the American The Taskforce on the Aging of the American Workforce (DOL, May, 2006)Workforce (DOL, May, 2006)

Learner ObjectivesLearner Objectives

To review the unique characteristics and To review the unique characteristics and concerns of the mature worker in the context concerns of the mature worker in the context of fundamental changes in workplace and of fundamental changes in workplace and workforceworkforce

To review lifespan career counseling To review lifespan career counseling approaches that are particularly effective for approaches that are particularly effective for this populationthis population

To focus on relevant VR issues including To focus on relevant VR issues including marketing and collaborationmarketing and collaboration

OverviewOverview

Current and predicted trends for older workersCurrent and predicted trends for older workers Cultural and economic retirement incentives Cultural and economic retirement incentives Older workers’ unique characteristics and Older workers’ unique characteristics and

concernsconcerns Lifespan counseling approachesLifespan counseling approaches Recommendations and ponderablesRecommendations and ponderables

““What’s Your Real Age?”What’s Your Real Age?”

Younger mature adult 40-62Younger mature adult 40-62 Older mature adult 62+Older mature adult 62+ Real Age complicated by disease and Real Age complicated by disease and

disability disability Senescence: period of decline until death; Senescence: period of decline until death;

cells no longer reproduce; organs failcells no longer reproduce; organs fail

StatisticsStatistics

Currently 35 million people 65 and olderCurrently 35 million people 65 and older 2011 first baby boomers will turn 652011 first baby boomers will turn 65 2030 nearly 20% of the population is expected 2030 nearly 20% of the population is expected

to be 65 or olderto be 65 or older

““Demographic Tsunami”Demographic Tsunami”

Aging boomers (1946-1964)Aging boomers (1946-1964) Increased life expectancy/better healthIncreased life expectancy/better health Post-boomer declining Birth RatesPost-boomer declining Birth RatesIn the year 2025:In the year 2025: Labor force declineLabor force decline Slow economic growthSlow economic growth Slow federal revenue growth (GAO Forum, Slow federal revenue growth (GAO Forum,

2007)2007)

Life Expectancy/ PopulationLife Expectancy/ PopulationStatisticsStatistics

2003: a 65 year old male has an average life 2003: a 65 year old male has an average life expectancy of 16.8 years; a 65 year old female expectancy of 16.8 years; a 65 year old female has an average life expectancy of 19.8 yearshas an average life expectancy of 19.8 years

12.4 % of the population—1 in 8– is an older 12.4 % of the population—1 in 8– is an older AmericanAmerican

2004: 18.1% of persons 65+ were minorities2004: 18.1% of persons 65+ were minorities

Income and PovertyIncome and Poverty

Sources of income for mature adults include Sources of income for mature adults include Social Security; assets; private and Social Security; assets; private and government employee pensions; earningsgovernment employee pensions; earnings

3.6 million elderly persons (9.8%) below the 3.6 million elderly persons (9.8%) below the poverty level in 2004poverty level in 2004

Poverty Guidelines $9,310 for a single Poverty Guidelines $9,310 for a single individual (Federal Register, Vol. 69, No. 30, individual (Federal Register, Vol. 69, No. 30, 2004.)2004.)

2.3 million (6.7%) “near poor” 2.3 million (6.7%) “near poor”

Older Worker UnemploymentOlder Worker Unemployment

Subgroups for whom unemployment is Subgroups for whom unemployment is persistent:persistent:

Less educatedLess educated Poorer healthPoorer health African American malesAfrican American males 39% reduction in earnings in the two years 39% reduction in earnings in the two years

following job loss following job loss

Incentives to RetireIncentives to Retire

Pension statutes and regulations: DB plansPension statutes and regulations: DB plans Employment Income Security Act (ERISA)Employment Income Security Act (ERISA) Cultural expectations: Social Security NRA Cultural expectations: Social Security NRA

and early retirement ageand early retirement age Mandatory retirement age (certain professions)Mandatory retirement age (certain professions) Phased retirement not an optionPhased retirement not an option

Age-Based LawsAge-Based Laws

Age Discrimination in Employment Act Age Discrimination in Employment Act (ADEA) and amendments (EEOC)(ADEA) and amendments (EEOC)

Older Americans Act and amendmentsOlder Americans Act and amendments

Perceptual, Cultural, and Legal Perceptual, Cultural, and Legal Barriers to WorkBarriers to Work

Age discrimination/employer perceptionsAge discrimination/employer perceptions Medicare Medicare Older worker perceptionsOlder worker perceptions CaregivingCaregiving Managing chronic diseaseManaging chronic disease LawsLaws

Why Continue Working?Why Continue Working?

Because older workers can!Because older workers can! DownsizingDownsizing Health coverage; ability to cover rising costs Health coverage; ability to cover rising costs

out of pocketout of pocket Inadequate savings; income supplementsInadequate savings; income supplements Quality of life; maintenance of current lifestyleQuality of life; maintenance of current lifestyle Intrinsic needs: social, productivityIntrinsic needs: social, productivity Employment as Employment as vocationvocation

The Value of Older WorkersThe Value of Older Workers

Experienced human capital/institutional Experienced human capital/institutional knowledgeknowledge

Loyalty reflected in job tenure Loyalty reflected in job tenure Low absentee and turnover ratesLow absentee and turnover rates Many willing to work part time or in Many willing to work part time or in

contingent employmentcontingent employment

Physical Health IssuesPhysical Health Issues

Age-onset disabilities includeAge-onset disabilities include Hypertension (51%)Hypertension (51%) Arthritis (48%) Arthritis (48%) All types of heart disease (31%)All types of heart disease (31%) Cancer (21%) Cancer (21%) Diabetes (16%)Diabetes (16%) Sinusitis (14%)Sinusitis (14%)

Mental Health IssuesMental Health Issues

Cognitive functioningCognitive functioning Depression (2-8% for older persons in Depression (2-8% for older persons in

communities; 10% in primary health settings; communities; 10% in primary health settings; 15% in acute or nursing home settings)15% in acute or nursing home settings)

Depression as risk factor for disabilityDepression as risk factor for disability Suicide rateSuicide rate Anxiety Disorders (11.4% community-residing Anxiety Disorders (11.4% community-residing

adults) (Swett & Bishop, 2003)adults) (Swett & Bishop, 2003)

Substance Abuse IssuesSubstance Abuse Issues

Pathways: early versus late onsetPathways: early versus late onset Influences: cohort effects, socioeconomic Influences: cohort effects, socioeconomic

status, frail health, discretionary income, status status, frail health, discretionary income, status as a hidden population, caregiver complicity as a hidden population, caregiver complicity (Benshoff, Harrawood, & Koch, 2003)(Benshoff, Harrawood, & Koch, 2003)

Family, caregiver, and clinician contribution to Family, caregiver, and clinician contribution to the abusethe abuse

Transportation IssuesTransportation Issues

Older driver safetyOlder driver safety Testing and drive remediationTesting and drive remediation High and low technologyHigh and low technology AlternativesAlternatives AARPAARP

Caregiving IssuesCaregiving Issues

Caring for aging parentsCaring for aging parents Sandwich generation (triple-decker with Sandwich generation (triple-decker with

grandchildren)grandchildren) Caregiving costs employers $11.7 to $29 Caregiving costs employers $11.7 to $29

billion per year in lost productivity billion per year in lost productivity (Metropolitan Life Insurance Company, 1997)(Metropolitan Life Insurance Company, 1997)

Area Agencies on Aging (AAA)Area Agencies on Aging (AAA) www.aoa.dhhs.gov/network.htmlwww.aoa.dhhs.gov/network.html

Best Practices in Counseling Mature Best Practices in Counseling Mature AdultsAdults

Developmental career counseling approachesDevelopmental career counseling approaches TransferabilityTransferability Health and financial literacyHealth and financial literacy TrainingTraining

Career Counseling TheoryCareer Counseling Theory

Lifespan, life-space approach (Super)Lifespan, life-space approach (Super) Career Development Stages: Growth, Career Development Stages: Growth,

exploration, establishment, maintenance, exploration, establishment, maintenance, disengagementdisengagement

Middle adulthood 45-65Middle adulthood 45-65 Late adulthood over 65 Late adulthood over 65 Self-conceptSelf-concept Career AdaptabilityCareer Adaptability

Clarification of Vocational IdentityClarification of Vocational Identity

Developmental, also known as thematic-Developmental, also known as thematic-extrapolation method (Super)extrapolation method (Super)

Client chronologies/life patternsClient chronologies/life patterns

Practical ApplicationsPractical Applications

Anticipate and prepare for changeAnticipate and prepare for change Process emotions associated with job loss, Process emotions associated with job loss,

unemployment, transitionsunemployment, transitions Select occupations congruent with interests Select occupations congruent with interests

and abilities: transferabilityand abilities: transferability Recycle through career stages Recycle through career stages Participate in lifelong learning (Brewington & Participate in lifelong learning (Brewington &

Nassar-McMillan, 2000)Nassar-McMillan, 2000)

Transferable SkillsTransferable Skills

Skills used in one or more jobs that may be Skills used in one or more jobs that may be interchanged or substituted into another job interchanged or substituted into another job

Taking into account residual functional Taking into account residual functional capacity (Weed and Field, 2001)capacity (Weed and Field, 2001)

Standard vocational evaluation method/tool; Standard vocational evaluation method/tool; computer-based systems computer-based systems

Soft Skills Soft Skills

Soft skills: Motivation, getting along with Soft skills: Motivation, getting along with coworkers, accepting supervision, getting to coworkers, accepting supervision, getting to work on time, attending work regularly, giving work on time, attending work regularly, giving notice of nonattendance, showing enthusiasm notice of nonattendance, showing enthusiasm for improving one’s performance, requesting for improving one’s performance, requesting reasonable accommodations (Stensrud, 2007)reasonable accommodations (Stensrud, 2007)

Health LiteracyHealth Literacy

Nine of 10 adults lack skills needed to manage Nine of 10 adults lack skills needed to manage health and prevent disease (U.S. Department health and prevent disease (U.S. Department of Health and Human Services, 2007)of Health and Human Services, 2007)

Numeracy skillsNumeracy skills Literacy skillsLiteracy skills Health knowledgeHealth knowledge 30 million people have below basic health 30 million people have below basic health

literacy, describe health as poor, lack health literacy, describe health as poor, lack health insuranceinsurance

Financial and Benefits IssuesFinancial and Benefits Issues

Financial literacyFinancial literacy Retirement budgetingRetirement budgeting Future health care costsFuture health care costs

The Training ImperativeThe Training Imperative

The value of training for older employeesThe value of training for older employees Environmental factorsEnvironmental factors Employer attitudes Employer attitudes Employee attitudesEmployee attitudes Discouraging training a subtle form of Discouraging training a subtle form of

discriminationdiscrimination

Training GuidelinesTraining Guidelines

Pace: Give extra time to complete trainingPace: Give extra time to complete training Provide relevance and hands on experienceProvide relevance and hands on experience Build on informal and formal skillsBuild on informal and formal skills Self-directed and designed learning: software Self-directed and designed learning: software

tutorialstutorials SeniorNet: SeniorNet:

http://www.seniornet.org/php/default.php?http://www.seniornet.org/php/default.php?PageID=6636PageID=6636

RecommendationsRecommendations

Gerontology: the study of agingGerontology: the study of aging Gerontology threads within VR educational Gerontology threads within VR educational

programsprograms Gerontology coursework/specialtyGerontology coursework/specialty Interdisciplinary/interdepartmental Interdisciplinary/interdepartmental

gerontology courseworkgerontology coursework Social gerontologists Social gerontologists

RecommendationsRecommendations

Advertising/social networkingAdvertising/social networking Consultation: business recruitment, selection, Consultation: business recruitment, selection,

training, accommodation, and promotion training, accommodation, and promotion processes (Stensrud, 2007)processes (Stensrud, 2007)

Attention to placement risk factorsAttention to placement risk factors Partnerships: collaboration in service Partnerships: collaboration in service

provision: DOL Protocolprovision: DOL Protocol

Future TrendsFuture Trends

Assistive technologyAssistive technology Home modification (“Smart Homes”) and Home modification (“Smart Homes”) and

universal designuniversal design TelehealthTelehealth Managing chronic disease/disability Managing chronic disease/disability

management/employee retentionmanagement/employee retention Phased retirementPhased retirement

PonderablesPonderables

Will VR join in a national campaign to promote older Will VR join in a national campaign to promote older workers?workers?

Will VR help to change the “culture of retirement” Will VR help to change the “culture of retirement” and national norms on “old age” and retirement?and national norms on “old age” and retirement?

Will VR seek to form collaborative relationships with Will VR seek to form collaborative relationships with other agencies devoted to an aging population, and, if other agencies devoted to an aging population, and, if so, which ones? Structure and nature of relationship? so, which ones? Structure and nature of relationship? Umbrella?Umbrella?

Ponderables ContinuedPonderables Continued

What unique training and incentives can VR What unique training and incentives can VR offer this population?offer this population?

Will VR be willing and able to accommodate a Will VR be willing and able to accommodate a population who seeks part time, flexible population who seeks part time, flexible hours? Will employers? hours? Will employers?

Will VR be able to handle the transferability Will VR be able to handle the transferability needs of counselors? Would within-unit needs of counselors? Would within-unit vocational evaluators fill this need?vocational evaluators fill this need?

Questions?Questions?

ReferencesReferences

Email: smithl3@auburn.eduEmail: smithl3@auburn.eduWebsite: www.auburn.edu/~smithl3/Website: www.auburn.edu/~smithl3/

Ms. Laura (“Mimi”) SmithMs. Laura (“Mimi”) SmithDepartment of Rehabilitation and Special EducationDepartment of Rehabilitation and Special Education1228 Haley Center1228 Haley CenterAuburn University, AL 36849Auburn University, AL 36849(334) 844-3557(334) 844-3557