THE CHANGING FACE OF THE WORKFORCE: AGING, VISION

LOSS AND EMPLOYMENTAlberta L. Orr, MSW

Adjunct Faculty at Hunter College and Salus University Graduate Vision Rehabilitation Programs

Consultant, Specialist in Aging and Vision Loss

Successful Placement of the Older Consumer with Visual Impairment

• The National Research and Training Center (NRTC) on Blindness and Low Vision at Mississippi State University (MSU) is offering an on-line continuing education course for rehabilitation professionals: "Successful Placement of the Older Consumer with Visual Impairment."

• The objective of the course is to teach VR counselors how to help older persons with visual impairments achieve their employment goals.

• The cost of the course is $125 and you can complete it at your own pace. Before moving from one module to the next, you have to pass a quiz and get 80% of the questions correct. You need to complete the course within a year. For specific program information contact Doug Bedsaul by email at dbedsaul@colled.msstate.edu.

The Original Course History At the American Foundation for the Blind (AFB) there was multi-year project

called the National Agenda on Aging and Vision Loss, 1998-2005. It had six goals, one of which was to improve the possibility of older people experiencing vision loss to remain employed or to re-enter the workforce.

• The employment goal was to develop this 7 module curriculum to train

vocational rehabilitation counselors by in-person training around the

country by AFB Aging Program staff.

• The next phase was to have the curriculum on a website for self-instruction.

AFB collaborated with MSU to have it on MSU’s website.

• When Alberta Orr later worked at MSU, she revised and updated the curriculum in 2012 which has been further revised now in 2015 and it is on MSU’s website under Training at:

• http://www.blind.msstate.edu/training/training/older-consumer/

Successful Placement of Older Persons with Vision Loss

• The course for VR counselors includes the following topics::

1. The Changing Workforce and Workplace Environment

2. Understanding Psychosocial Losses of the Older Consumers with Vision Loss

3. Understanding Physical Changes Associated with the Aging Process

4. Understanding the Role of the VR Counselor Working with the Older Consumer

5. Marketing the Older Consumer with Vision Loss

6. Evaluating the Workplace Environment Knowing

7. National and Local Resources for your Older Job Seekers

Educating Employers: The Most Important Challenge

Now that we have addressed the issue of educating vocational rehabilitation counselors to work with older consumer, which we will come back to, the biggest challenge is to EDCUATE EMPLOYERS..

Employers are the most important challenge when examining the changing workforce and considering older workers who are blind or visually impaired who can work in mainstream work environments after they have received vocational rehabilitation services and the assistive technology they need to perform the skills they used to use or will use in a new job function.

Employers need to know that vision rehabilitation services exist in every state and that assistive technology is available to keep an employee on the job or enable an employee, including an older employee to return to work in the technological workplace.

Broad Scale Approach to Educating Employers

• Educating Employers requires a national effort among key players in the vision rehabilitation field to examine the issue of older people with vision loss who work for informed employers and therefore do not have to retire prematurely with the help of vocational rehabilitation services.

• It also must address the number of older people with vision loss who want to re-enter the workforce.

• Increasing, VRTs and RTs are approaching capable older consumers upon completion of their independent living skills training and raising the issue of possibly considering employment, even part-time employment, and if interested referring them to VR.

• We know there is a need and a desire for employment with responsive employers!

Educating Employers (continued)

This presenter is extremely interested in this activity. • Perhaps a grant could be secured to do a pilot project in a

few states where VRTs are making referrals to VR already and where VR counselors are on board with this concept.

• A national meeting, summit, convening group must be convened to examine the issues and develop a strategic plan of action to educate employers that individuals age 55+ who are experiencing vision loss are employable and bring knowledge and skills to the workplace. It can no longer be just a local agency responsibility!

MORE TO FOLLOW

The Changing Face of the Workforce

Switching Gears to support our issue• BIG CHANGE IN THE WORKFORCE: The aging cohort

of the workforce, those age 55-64 is an ever increasing portion of the workforce and this cohort will continue to grow exponentially.

• Will aging baby boomers desire and be able to postpone retirement and remain in their career jobs or seek bridge employment* or be forced to do so out of financial necessity? (Szinovacz, 2011).

• With this older age group being the growing portion of the workforce, will older consumers with vision loss be able to get the vocational rehabilitation counseling they need and skills to remain in or re-enter the workforce?

Data from the BLS• By the year 2020, the subpopulation of older adults in the

United States is expected to reach 97.8 million people, comprising 28.7% percent of the entire U.S. population, a rise from the 24.7% in 2010 (BLS, June 26, 2012).

• This increase in proportion of older adults can be attributed to the entire Baby Boom cohort joining the older adult population (ages 55+) by 2020.

• It is projected that by 2020, the proportion of the U.S. labor force that is composed of older adults will be 25.2% (Chosewood, 2012; Toossi, 2013). This continues a trend in increasing rates of older adults remaining in the workforce, as the rates were 13.1% in 2000 and 19.5% in 2010 (Toossi, 2012).

Advantages of the Growth in the Aging Workforce

• It will eventually become easier to help an older person with signs of vision loss keep a job than to re-enter the workforce.

• So many older people experiencing vision loss leave their jobs prematurely because neither they nor their employer know about vision rehabilitation and VR services.

• At least more older people are working. • A study of vocational rehabilitation (VR) closures in 1998

(Cavenaugh & Rogers, 2002) showed that 24% of a sample (n =2102) of consumers with visual impairments aged 55 and older were closed in competitive-sector employment (competitive, self-employed), or in the Business Enterprises Program (BEP).

Changes in the Workplace• The employment of people with significant disabilities has

improved for many more people but not for people experiencing vision loss who are 55 and older. However:

• more jobs include working from home for many employees in general which is an extreme advantage to the employee with a disability, including vision loss.

• computer technology in general is well known to most baby boomers so if they begin to show signs of vision loss and are informed about rehabilitation services and assistive technologies they can manage to maintain their work status, the operative word being INFORMED.

The Changing Workplace• Work is changing. As the American Association of Retired

Person (AARP) points out, we have shifted from a manufacturing economy that required physical labor from its workers to a knowledge economy that requires computer and technical skills.

• In a study of the US workforce, AARP's researchers found that 70 percent of jobs in 2006 require some cognitive ability instead of physical strength. They also found that more than one-third of jobs require strong interpersonal skills.

The Changing Workplace • This is good news and not so good news for older persons

seeking employment. • Older persons will find opportunities that do not require the peak

physical form of a young person. They have also learned how to communicate effectively with other people throughout their lifetime.

• Older persons bring the intelligence, confidence, and judgment that come from a lifetime of experience. However, an AARP study also showed that many jobs today are associated with higher levels of stress than in the past.

• The Job Accommodations Network (Jan) located at the University of West Virginia and funded by the U. S. Department of Labor, Office of Disability and Employment Policy is a national resource for individuals and employers.

The Role of the VR Counselor with Older Consumers with Vision Loss

• Returning to the curriculum, this section is designed to define the VR counselor's role in assessing, coordinating vocational rehabilitation services, job development, placing, coaching, and supporting older persons who are seeking gainful employment.

• Most older consumers possess a wealth of experience, but they may need help to recognize what they have to offer an employer. Uncertainty, fear, and lack of self-advocacy skills are often the primary impediments for employment.

• They ask themselves and their counselors: "Who would hire me now with a vision problem?" and "What can I possibly do?"

Understanding Psychosocial Losses of the Older Person with Vision Loss

• In order to vocational rehabilitation counselors to work effectively with older consumers they must understand the compounding losses older people experience in the aging process in spite of the fact that they may be ready to work.

• Some of these include: • Diminished social network and feeling socially isolated• Loss of roles such as work or volunteer or caregiver • Decreased financial security • Adult children and grandchildren having moved away • Loss of spouse, other family members and friends• Decreased physical and/or psychological mobility • Diminished self-worth, self-esteem and self-confidence • Loss of a sense of being whole

Physical Changes Associated with the Aging Process

• During the aging process, all systems, organs, and parts of the body experiences changes, some more detrimental to functioning than others.

• Most older persons have at least one chronic health condition and many have multiple conditions.

• Approximately 2/3s of older individuals with a vision loss have at least one other chronic condition.

• Approximately 30-35% of individuals age 65-74 experience a hearing loss and 40-50% of those 75+ have a significant hearing impairment.

• Some are using hearing aids; others are in denial that they need hearing aids and do not want to wear them among their friends; others simply can’t afford them.

Physiological Challenges • Many older people experience some of the following

health conditions but are still able to work in spite of them. • Arthritis• Heart disease – many can continue to live normal lives and

continue to work after a heart attack • Diabetes• Pulmonary problems • Depression • Hearing loss

It is possible to work with these conditions which often require medications, some during work hours.

Hearing Loss Among Older People

Points to consider when working with an individual with a combined vision and hearing loss and thinking of job placement:• Provide reasonable communication accommodation based on the

preference of the consumer.• Assist the consumer in determining the most effective way to

communicate with a supervisor and peers.• Determine if the consumer would benefit from amplification in order

to hear environmental sounds, as well as to hear and discriminate speech.

Hearing Impairment• Familiarize oneself with visual, auditory, and tactile adaptations

needed for the home and work environment • Ask the consumer how he/she prefers to be approached by

others (such as by a tap on the back or shoulder or by flipping the light switch several times to get his/her attention).

• For consumers who use sign language, using a qualified interpreter for at least the first week or two of training on a new job is highly recommended.

• Use a qualified interpreter any time critical information is being exchanged.

• Determine if there is a TTY (telecommunication device for the deaf) available at the workplace and that staff know how to use it. If for some reason a TTY is not available, staff in the workplace and the consumer should be trained on the use of relay services.

Hearing Impairment • Make certain the VR counselor’s office is TTY accessible. • Be aware that placing hard-of-hearing workers in jobs where there is

constant exposure to noise might cause further damage to hearing. • Avoid work areas where the consumer will experience glare or shadows. • Reduce environmental distractions such as noise and movement. • Be prepared to repeat and rephrase information. • Make sure a technology expert goes to the work site to make sure the

older worker who is hearing and visually impaired has work they need to do the job effectively. Determine what computer technology accommodations are needed (large print, Braille access, and amplified voice access).

• Ask the consumer to review key points of the conversation to ensure understanding.

Role of the VR Counselor• Some older consumers may have been out of the workforce for a long

time and lack confidence even though they would like to work again.

• Some may be adjusting to recent vision loss, often compounded by other losses. The counselor should:

• explore employment options with the consumer• set realistic goals with the consumer• show consumers that they can be productive through some projects and activities

the counselor can set up activities• build up their confidence and their skills• remind them of their strengths by pointing out particular strengths that would be

beneficial in the workplace• provide encouragement to them along the way

Key Tools for the VR Counselor in Working with Older Consumer

During the first interview for example and through their work:

• Active Listening• Building a trusting and supporting relationship is the first critical

step.• Help the Consumer Identify Strengths and Capabilities• Explore Options with the Consumer and Help Set Realistic Goals• Identify Barriers to Employment and Ways to Address Them• Discuss the Type of Employment the Older Consumer Has in

Mind• Assess what is Needed to Achieve a Successful Employment

Outcome

Role of Family Members• Increasingly family members have become involved in

various ways during the older person’s independent living skills training.

• Help family members see that their older relative is learning safe techniques for doing routine tasks.

• If possible, and the older consumer is interested, it may be helpful to involve a family member in VR services. Many family members feel their older relative should not return to work.

• The VR counselor should challenge his/her creativity in involving a family member to support their older family member’s wishes to return to work and the meaning it will bring to that older person’s life to feel productive.

Second Interview• Below is a list of information the counselor will need to obtain during the

second interview, if not obtained during the initial interview, in addition to the standard information normally required.

• Explore tasks the consumer normally carries out at home or through volunteer work such as using a computer, sorting mail, preparing meals, and doing household repairs. Have him describe any problems he may be having in doing these using functional terms. Differentiate between vision-related problems, functional problems due to other disabilities, or other factors (such as family concerns for safety, etc.).

• Review previous work or volunteer history and discuss how these translate to needed skills in today's employment market.

• Discuss education and training and the possible need or interest in updating skills or learning new ones.

• Determine what services or assistance is needed to attain the job goal. It may be too soon to explore this at the initial interview.

• Determine if a formal vocational assessment is needed or if the consumer is even ready to discuss this option.

Marketing the Older Consumer with Vision Loss

• Once VR counselors have worked with older potential workers with vision loss, most want to learn new skills.

• An increasing number of older consumers have computers and are becoming the fastest growing group of internet users.

• If given the opportunity, older workers are eager and capable of learning new skills.

• They bring with them many years of experience in various fields and can instruct and inspire their younger counterparts.

• With older workers projected to make up over 25% of the workforce in 2020 (BLS, 2012), vocational rehabilitation counselors must help to remove the barriers to accessing successful employment outcomes for those individuals who are age 55 and over.

Advantages of Hiring Older Workers

VR Counselors need to showcase the many benefits to employers who hire older workers is critical in successfully placing these workers in today's job market.

Hiring an older worker can allow better flexibility and scheduling.

Some advantages to hiring older workers include:

 • Their willingness to work different schedules • Because of their strong work ethics, older workers recognize

the importance of being available for critical production time. • They are dependable with their work assignments and

duties.

Advantages of Hiring Older Workers• Older workers are prompt and arrive at their job sites

ready to work. • They provide wonderful examples for younger workers.• Building on professional and personal strengths, older

workers are loyal, responsible, and dependable and take pride in their work no matter what that may be.

• Low absenteeism, low turnover, excellent work attitudes, motivation, job skills, and loyalty are all positive attributes the older worker possesses.

Longstanding Myths and Misperceptions as Barriers

• Myths about older people in general not being employable are still carried by many subgroups:

• By society overall• By older people themselves• Within in VR rehabilitation system • By VR counselors • Here are some of the myths that need to be overcome: • Societal myths about older people working:

• People over 65 are too old and cannot be expected to do much.• Most older people have poor health.• Older minds are not as sharp as younger minds.

Societal Stereotypes• Older people cannot work independently.• Older people are unproductive, inefficient, and inflexible. • Older people do not have the skills to do today’s work or

conversely, the older person seems overqualified. • You can't teach an old dog new tricks -- older people

cannot learn new technologies. • Older people cannot hold down a job due to poor health

(Corthell, 1990). • It's not worth the time to train a person who will soon

retire. • Older people are less productive.

Concerns of VR Counselors

• When spending case load money and time on older consumers who are visually impaired makes it harder to get a 26 closure.

• It is a hard sell to employers to hire an older worker experiencing vision loss even after training.

• Older people may think they want to work but cannot really do the work that employers expect these days.

• Older workers cost more to prepare to be work-ready.

Debunking the Myths Overall• Debunking the myths can be achieved by:

a. educating the general public, professionals across many disciplines, and older consumers themselves and their family members about the truths about these myths

b. providing all consumers with vision loss, and especially older consumers, with counseling services

c. discharging the myths held by professional VR counselors, rehabilitation teachers, and related staff that consumers are too old to work

d. working to dispel employer myths about older workers who are visually impaired, especially those experiencing age-related vision loss

Job Placement • Keys to job placement include:

• The VR counselor or job developer needs to be highly networked with employers in the community in order to know employers who would be receptive to hiring an older person with a vision loss.

• Perhaps the employer(s) have already hired a younger worker and know about the technology used and modifications needed.

• Networking within the community by the VR agency staff is key; it is an essential part of the vocational rehabilitation agency’s job on behalf of all clients but especially to promote older potential workers with vision loss.

Evaluating the Workplace Environment

• All VR counselors in the field do this for all potential workers with vision loss.

• For older potential workers the only difference may be knowing about the age-related eye conditions and their functional implications and what they need in the work environment such as eliminating glare, amount and type of lighting, etc.

• By this stage, the VR counselor has evaluated the older person's employment needs and identified appropriate work environments and work modifications for the prospective employee.

• Employment through Companies

We know that several large companies and governmental agencies hire older workers as a matter of policy. For example: Walgreens, CVS, McDonalds, Sears, Walmart, U.S. Bureau of the Census, the CIA, the IRS, and the Senior Community Services Employment Program.

Evaluating the Workplace Environment• Self-Employment

People with a work disability are self-employed at a higher rate than people without disabilities, including the Business Enterprise Program.

• Accommodating the Needs of Older Workers in the Workplace

• According to the Department of Labor, Office of Disability Employment Policy, below are some questions an employer might pose to himself, and issues to consider when thinking about what kind of accommodations might be needed when hiring an individual who is older and has a disability, particularly age-related vision loss.

• Questions Employers Consider about Accommodations:• Is the employee experiencing any limitations?• How do these limitations affect the employee and the employee’s job

performance?• What specific job tasks are problematic as a result of these limitations?

Questions Employers May Ask Themselves

• What accommodations are available to reduce or eliminate these problems? Are all possible resources being used to determine possible accommodations?

• Has the employee been consulted regarding the accommodations already provided?

• Once accommodations are in place, would it be useful to meet with the employee to evaluate the effectiveness of the accommodations and to determine whether additional accommodations are needed?

• Do supervisory personnel and employees need training about the older employee’s accommodations and how he/she does the job?

Determining Best Modifications and the Job Analysis

• A local assistive technology specialist or rehabilitation engineer can help assess the work tasks to be performed and make recommendations regarding the appropriate modifications.

• If the job is complex having many required tasks, conducting a job analysis can help determine the best Accommodations. A job analysis is a careful and examination of the tasks and procedures that must be completed to successfully perform a given job.

• This analysis can help identify those portions of the job that require vision and can help the Vocational Counselor or Job Developer in identifying appropriate accommodations to perform the "visual" aspects of the tasks.

Workplace Modifications Related to Vision Loss

• Older consumers with a visual impairment can benefit from many of the following:

• Need for optical and non-optical devices • Use of sensory and technological devices (Note: Other types of

accommodations may be needed for individuals with additional disabilities, such as hearing loss.

• Need for visual skills training (learning the scan the environment, eccentric viewing)

• Need for environmental modifications such as repositioning a desk so that the older worker is not facing the sun.

• Ensure sufficient lighting particularly where the older person is working and throughout the workplace, if possible, depending on size.

• Control for glare from shiny surfaces or from excess sunlight.• Use color contrast in the environment.• Avoid visual clutter such as patterns in rugs, wall coverings. • Provide organization of work space. • Ensure uncluttered travel areas.

Important Information for the Employer

• Some modifications are very inexpensive while others are more costly. If an older individual is a client of a State Rehabilitation agency, that agency can often purchase the software or equipment and pay an access Technology specialist to install it and train the individual in its use.

• After the older person with vision loss is placed in his/her position the vocational rehabilitation counselor is still available to the employer and the employee to assist if any problems arise.

Knowing Resources for your Older Consumer for Job Seeking

• More and more businesses continue to seek a more diverse workforce to include individuals with disabilities. They have realized that this is an untapped labor pool that can help them meet their bottom line.

• Employers are increasingly realizing that older workers are the fastest growing portion of the labor force today because of the number of baby boomer who will continue to work.

• The fact remains that it is hardest for individuals of all ages who have vision loss, and the best case scenario is to get rehabilitation before you leave the workforce; it is much harder to get back in.

Resources for Older Job SeekersImportant Resources

Senior Community Service Employment Program (SCSEP)• Counselors seeking to achieve successful employment outcomes for their

older consumers should check with the Senior Community Service Employment Program (SCSEP).

 • This program is for low income seniors 55 and over. Through this program,

seniors benefit from training, counseling, and community service assignments at faith-based and community organizations in their communities, prior to transitioning into the workforce.

 • Participants are placed at eligible host agencies (primarily at social service

agencies, faith-based and community organizations) for which they are paid the minimum wage for an average of 20 hours per week. A host agency is either a private nonprofit organization (other than a political party) that is tax exempt under section 501(c) (3) of the Internal Revenue code of 1954, or a public agency operated by a unit of government.

Electronic Job Development • AFB CareerConnect: www.afb.org/careerconnect • CareerConnect is an employment information resource

developed by the American Foundation for the Blind for job seekers who are blind or visually impaired. CareerConnect presents employment information, career exploration tools, and extensive job seeking guidance for students and adults with vision loss and the professionals who work with them.

• CareerBuilder.com: http://www.careerbuilder.com/JobSeeker/Index.htm

• An employment resource for both employers and job-seekers.• CareerBuilder is among the top job sites. CareerBuilder has

partnered with many newspapers to provide local as well as national job listings. CareerBuilder powers the career sites for more than 10,000 websites,

Senior Employment Websites• AARP Life Reimagined: http://lifereimagined.aarp.org• Help creating new goals including employment.  • Senior Jobs: www.seniorjobs.org• Senior Employment Resources. Putting Experience to

Work. SER JobLine, Job-Hunting Resources.• Senior Job Bank: www.seniorjobbank.org• Job listings and career information for seniors and

boomers.• National Council on Aging Employment Source:

www.ncoajobsource.org

Contact Information

Alberta L. Orr

Consultant, Aging and Vision Loss

oalber7@aol.com or

albertaorr@gmail.com

662-615-3948

Starkville, MS 39759