Older Workers: Employment Expectations

CAUCE Conference 2012Atlanta Sloane-Seale & Bill Kops

University of Manitoba

Agenda

Welcome & IntroductionsBackgroundThe Study Findings Discussion & Implications

Background National/international trends - aging

workforce, low participation rate of OW

Continuous learning for OW; changes in recruitment practices and job re-design

Background

In Canada, between 2005-2036, OW population double (13.2% to 24.5%)

Background

Subjective lifespan approach to aging based on individual capabilities & organization needs

Not chronological, legal or socially determined - based on values & attitudes to OW

Background OWs employment decisions mediated by:

organizational policies in response to demographics & organizational factors,

social norms, health status, finances, conditions at work, work-life balance, and family responsibilities

Background Employers’ policy decisions are

influenced by: experienced skilled workforce, labor

market demands, and retirement policies & benefits

future outcomes depend on dynamics of employers/employees decisions, systemic issues, and OWs participation in E&T

The Study Follow-up study based on initial focus

group interviews Survey methodology (on-line) - HR

representatives in Manitoba companies/organizations

226 electronically distributed surveys resulted in 84 useable responses – yielding a response rate: 37.2%

No Response: range 18-25 on key items; average 22 or 26%

Respondents by Position

41

75

23

16

ManagerDirectorExecutiveAdminCoord

Respondents by Sector

30

168

85

4

27

Gov'tManuf/ConRetailHealthFinanceEducationOther

Respondents by Organization Size

60

7

5

4

24

Less 250251-499500-10001001-1500Over 1500

Respondents - Unionized

48

136

33

Non-unionLess 50%50-75%Over 75%

Average Age by Position

Senior

Mgt

Mid

Mgt

Super

visor

y

Prof/T

ech

Non-M

gt

All Pos

itions

0

10

20

30

40

50

60

50

4340 41

38 40

Retirement of OW a Concern

38

62

YesNo

Concerns Loss of experienced leaders (76%) 19 Loss of corporate knowledge & technical

know how (72%) 18 Difficulty in succession planning (56%) 14 Difficulty filling future work (48%) 12 Loss continuity with clients (32%) 8 Shortage of leadership talent (28%) 7 Reduced ability to relate to aging client

base (20%) 5

Important to Retain OW

57

43

YesNo

Strategies used to Retain

Flexible work (71%)Mentor/coach (59%) Education & training (44%)Leaves of absence (41%)Phased in options (38%)Job sharing/redesign (38%)Special work assignment (38%)

Strategies Transfer Knowledge

60

40

Yes No

Strategies to Transfer Knowledge

Hire replacements prior (81%)Arrange mentoring (76%)Document (65%)Job Shadowing (46%)Maintain on retainer (41%)Phased in retirement (27%)

Strategies to Attract & Recruit OW

18

82

YesNo

Strategies to Attract & Recruit

Rehire (82%) Request referrals (64%)Campaigns all generations (55%)Special events (27%)Recruit (18%)Job search agencies (18%)

Important to Engage OW

77

23

YesNo

Why is it Important to Engage?

More productive (74%)Satisfied Workers (74%)Highly motivated (65%)Lower absenteeism (52%)Employer of choice (48%)Higher profitability (30%)

Strategies to Engage OW

36

64

YesNo

Strategies used to Engage

Equal opportunity/fair treatment (80%) Offer meaningful work (75%) Offer career development (70%) Offer flexibility (65%) Focus on work-life balance (50%) Adapt/modify work (45%) Training (45%)

Assess Engagement

Assess Engage

How Assess0

10

20

30

40

50

60

70

33

67

32

68

YesNoFormalInfromal

Barriers to Engagement

Myths (58%) Attitudes (57%) Organizational culture & norms

(49%) No access to advancement &

development (42%) Age, race & gender (36%) Lack opportunity in Education &

training (26%)

What Encourages Engagement?

Valued for work ethic (81%)People-oriented company (67%)Financial reasons (63%)Social interactions (60%)Flexible employment (60%)Age friendly company (54%)

Discussion & Implications

1. How prepared are employers to recruit, retain, and engage OWs?

Discussion & Implications

2. How important is OW participation in lifelong learning to individual and organizational success?

Discussion & Implications

3. How prepared are OWs to remain and productively engage in the workforce?

Further Discussion & Comments

Atlanta Sloane-Seale

204-474-8036; tf 1-888-216-7011 ext. 8036

sloanese@ms.umanitoba.ca

Bill Kops

204-474-6198; tf 1-888-216-7011 ext. 6198

bkops@ms.umanitoba.ca