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 OA Continuous learning for OA; changes

in recruitment practices and job re-design

In Canada, between 2005-2036, OA 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 OWs ability to participate in E&T

The Study Follow-up study based on initial focus

group interviews Survey methodology (on-line) - HR

representatives in Manitoba companies/organizations

XXX electronically distributed survey resulting in 84 useable surveys – yielding a response rate: 37.2%

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

Findings: Demographics

Managers (41%)Directors (7%)Executives (5%)Administrative (23%)Coordinators (16%)

Respondents by Position

41

75

23

16

ManagerDirectorExecutiveAdminCoord

Demographics

Government (30%) Manufacturing & Construction (16%) Retail (8%); Health (8%) Finance (5%) Education (4%) Other (23%)

Respondents by Sector

30

1686

5

4

23

Gov'tManuf/ConRetailHealthFinanceEducationOther

Respondents by Organization Size

60

7

5

3

24

Less 250251-499500-10001001-1500Over 1500

Respondents - Unionized

48

136

33

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

Demographics

Gender Female (74%) (39) Male (26%) (14) N/R (36.9%) (31)

Demographics Age 20-29 (8%) (4) 30-39 (29%) (15) 40-49 (33%) (17) 50-59 (31%) (16) N/R (38%) (32)

Demographics

High School (4%) 2 Technical or Trade (5%) 3 College (13%) 7 University (76%) 42

Demographics Income Under 35,000 (2%) 1 35,999 to 49,999 (10%) 5 50,000 to 75,000 (14%) 7 75,999 to 100,000 (22%) 11 100,000+ (47%) 23

Is retirement of Older Workers a Concern? Why?

Yes (38%) 25 No (62%) 41

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

Concerns

Lead

ers

Knowled

ge

Plannin

g

Hiring

Contin

uity

Lead

Tale

nt

Old

Client

0

10

20

30

40

50

60

70

80 7672

5648

3228

20

Is Retention Important?

Yes: 57% (36)No: 43% (27)

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%)

Retention

Flexibl

e

Men

tor

Traini

ng

Leav

es

Phase

-in

Job

Share

Specia

l0

10

20

30

40

50

60

70

8071

59

44 41 38 38 38

Strategies to Transfer Knowledge

Yes: 60% No: 40%

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%)

Transfer Knowledge

Hire Mentor Document Shadow Retainer Phased Retirement

0

10

20

30

40

50

60

70

80

9081

76

65

4641

27

Strategies to Attract & Recruit

Yes: 18%No: 82%

Strategies to Attract & Retain OW

18

82

YesNo

Strategies to Attract & Retain

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

Attract & Retain

Rehire Referrals All Ages Special Recruit Agencies0

10

20

30

40

50

60

70

80

9082

64

55

27

18 18

Is it Important to Engage?

Yes: 77%No: 23%

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%)

Important to Engage

Productive Satisfied Motivated Low Absent

Choice High Profit0

10

20

30

40

50

60

70

80 74 74

65

5248

30

Strategies to Engage

Yes: 36%; No: 64%

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%)

Strategies to Engage

Equal

Opp

Mea

ningf

ul

Caree

r Dev

Flexibi

lity

Wor

k-Lif

e

Mod

ify W

ork

Traini

ng0

10

20

30

40

50

60

70

80

9080

7570

65

5045 45

Assess Engagement

Yes: 33% No: 67% How:

formally: 32% informally: 68%

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%)

Barriers to Engagement

Myt

hs

Attitu

des

Org

Cult

ure

No Acc

ess

Age/R

ace/

Gen

Lack

Opp

0

10

20

30

40

50

60

70

58 57

4942

36

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%)

Encouraging OW Engagement

Wor

k Eth

ic

People

Financ

ial

Social

Inte

racti

on

Flex E

mplo

y

Age F

riend

ly0

102030405060708090 81

67 63 60 6054

Discussion & Implications

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

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

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

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