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Transcript of Older Workers: Employment Expectations CAUCE Conference 2012 Atlanta Sloane-Seale & Bill Kops...
![Page 1: Older Workers: Employment Expectations CAUCE Conference 2012 Atlanta Sloane-Seale & Bill Kops University of Manitoba.](https://reader035.fdocuments.in/reader035/viewer/2022062221/56649ef55503460f94c08f8a/html5/thumbnails/1.jpg)
Older Workers: Employment Expectations
CAUCE Conference 2012Atlanta Sloane-Seale & Bill Kops
University of Manitoba
![Page 2: Older Workers: Employment Expectations CAUCE Conference 2012 Atlanta Sloane-Seale & Bill Kops University of Manitoba.](https://reader035.fdocuments.in/reader035/viewer/2022062221/56649ef55503460f94c08f8a/html5/thumbnails/2.jpg)
Agenda
Welcome & IntroductionsBackgroundThe Study Findings Discussion & Implications
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Background National/international trends - aging
workforce, low participation rate of OW
Continuous learning for OW; changes in recruitment practices and job re-design
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Background
In Canada, between 2005-2036, OW population double (13.2% to 24.5%)
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Background
Subjective lifespan approach to aging based on individual capabilities & organization needs
Not chronological, legal or socially determined - based on values & attitudes to OW
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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
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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
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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%
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Respondents by Position
41
75
23
16
ManagerDirectorExecutiveAdminCoord
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Respondents by Sector
30
168
85
4
27
Gov'tManuf/ConRetailHealthFinanceEducationOther
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Respondents by Organization Size
60
7
5
4
24
Less 250251-499500-10001001-1500Over 1500
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Respondents - Unionized
48
136
33
Non-unionLess 50%50-75%Over 75%
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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
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Retirement of OW a Concern
38
62
YesNo
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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
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Important to Retain OW
57
43
YesNo
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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%)
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Strategies Transfer Knowledge
60
40
Yes No
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Strategies to Transfer Knowledge
Hire replacements prior (81%)Arrange mentoring (76%)Document (65%)Job Shadowing (46%)Maintain on retainer (41%)Phased in retirement (27%)
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Strategies to Attract & Recruit OW
18
82
YesNo
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Strategies to Attract & Recruit
Rehire (82%) Request referrals (64%)Campaigns all generations (55%)Special events (27%)Recruit (18%)Job search agencies (18%)
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Important to Engage OW
77
23
YesNo
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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%)
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Strategies to Engage OW
36
64
YesNo
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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%)
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Assess Engagement
Assess Engage
How Assess0
10
20
30
40
50
60
70
33
67
32
68
YesNoFormalInfromal
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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%)
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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%)
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Discussion & Implications
1. How prepared are employers to recruit, retain, and engage OWs?
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Discussion & Implications
2. How important is OW participation in lifelong learning to individual and organizational success?
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Discussion & Implications
3. How prepared are OWs to remain and productively engage in the workforce?
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Further Discussion & Comments
Atlanta Sloane-Seale
204-474-8036; tf 1-888-216-7011 ext. 8036
Bill Kops
204-474-6198; tf 1-888-216-7011 ext. 6198