Presentation is loading. Please wait.

Presentation is loading. Please wait.

Older Workers: Employment Expectations CAUCE Conference 2012 Atlanta Sloane-Seale & Bill Kops University of Manitoba.

Similar presentations


Presentation on theme: "Older Workers: Employment Expectations CAUCE Conference 2012 Atlanta Sloane-Seale & Bill Kops University of Manitoba."— Presentation transcript:

1 Older Workers: Employment Expectations CAUCE Conference 2012 Atlanta Sloane-Seale & Bill Kops University of Manitoba

2 Agenda Welcome & Introductions Background The Study Findings Discussion & Implications

3 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 , OA population double (13.2% to 24.5%)

4 Background Subjective lifespan approach to aging based on individual capabilities & organization needs Not chronological, legal or socially determined - based on values & attitudes to OW

5 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

6 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

7 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 on key items; average 22 or 26%

8 Findings: Demographics Managers (41%) Directors (7%) Executives (5%) Administrative (23%) Coordinators (16%)

9 Respondents by Position

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

11 Respondents by Sector

12 Respondents by Organization Size

13 Respondents - Unionized

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

15 Demographics Age (8%) (4) (29%) (15) (33%) (17) (31%) (16) N/R (38%) (32)

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

17 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%) ,000+ (47%) 23

18 Is retirement of Older Workers a Concern? Why? Yes (38%) 25 No (62%) 41

19 Retirement of OW a Concern

20 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

21 Concerns

22 Is Retention Important? Yes: 57% (36) No: 43% (27)

23 Important to Retain OW

24 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%)

25 Retention

26 Strategies to Transfer Knowledge Yes: 60% No: 40%

27 Strategies Transfer Knowledge

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

29 Transfer Knowledge

30 Strategies to Attract & Recruit Yes: 18% No: 82%

31 Strategies to Attract & Retain OW

32 Strategies to Attract & Retain Rehire (82%) Request referrals (64%) Campaigns all generations (55%) Special events (27%) Recruit (18%) Job search agencies (18%)

33 Attract & Retain

34 Is it Important to Engage? Yes: 77% No: 23%

35 Important to Engage OW

36 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%)

37 Important to Engage

38 Strategies to Engage Yes: 36%; No: 64%

39 Strategies to Engage OW

40 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%)

41 Strategies to Engage

42 Assess Engagement Yes: 33% No: 67% How: formally: 32% informally: 68%

43 Assess Engagement

44 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%)

45 Barriers to Engagement

46 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%)

47 Encouraging OW Engagement

48 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?

49 Further Discussion & Comments Atlanta Sloane-Seale ; tf ext Bill Kops ; tf ext


Download ppt "Older Workers: Employment Expectations CAUCE Conference 2012 Atlanta Sloane-Seale & Bill Kops University of Manitoba."

Similar presentations


Ads by Google