OWB 98-11
Myths and Realities - Older Workers
To highlight information contained in Myths And Realities: Older Workers, an article by Susan Imel (Attached). As sponsors of the Senior Community Service Employment Program (SCSEP), this article presents information that may be helpful to you in the adm
Background: Today, America s workforce is undergoing an unprecedented series of changes. While technology is rapidly reshaping the face of our economy, and business struggles to compete in an increasingly global market, a large segment of America s population, the Baby Boom Generation, is aging rapidly. Simultaneous advances in technology and demographic changes are having effects that will continue to reshape our economy well into the 21st century. Many people are familiar with facts about technology, computers and downsizing; however, relatively few know that the number of workers age 45 and over will have increased by nearly 17 million between 1994 and 2005. Ms. Imel's article, published by Ohio State University's Center on Education and Training for Employment, was commissioned by the Office of Educational Research and Improvement at the U. S. Department of Education. It summarizes a number of studies and articles that bear directly on the economic and demographic changes that society is experiencing. Findings: Many critical findings relative to older workers are found in the article. To highlight a few: a.) The number of individuals aged 55 and over in the work force is continuing to grow. b.) Since 1984, both the full- and part-time work of "retired" men younger than age 65 has increased markedly. c.) Proportionately more older workers were laid off as a result of the downsizing activities that took place from 1986 through 1991. d.) Attitudes and beliefs about older workers are ambivalent; that is, they are viewed as having both positive and negative attributes. e.) Compared to younger peers, older supervisors are more negative in their beliefs about older workers. f.) Managers almost always underestimate the productivity of older workers. g.) Much of the available data is unreliable. h.) Much of the research on aging and work performance has not included a detailed analysis of contextual factors, such as opportunities for retraining, that would provide a link between individual changes and work performance. i.) No basis exists for the stereotypes surrounding the ability of older workers to learn new skills. j.) Older workers are not treated comparably to younger workers in gaining access to training. k.) Ageism is a serious issue in the workplace, denying older workers equal opportunity and equitable treatment. l.) Older workers have served as scapegoats for corporate cost containment, with companies using existing prejudices and stereotypes to justify decisions regarding layoffs and access to training. Actions Required: a.) Sponsors should disseminate information from the article about older workers, and initiate dialogues with employers to educate them about their findings, and b.) Sponsors should promote efforts to educate employers and the general public about the benefits of hiring, retraining and retaining mature workers. Inquiries: Questions should be directed to your Federal Representative at (202) 219-5904.
All Senior Community Service Employment Program (SCSEP) Sponsors
Erich W. ("Ric") Larisch Chief Division of Older Worker Programs Anna W. Goddard Director Office of National Programs
Washington, DC: U.S. Department of Labor, Employment and Training Administration