New York Issue | December 2023

Over the past few decades, there has been a significant uptick in the presence of older Americans in the nation's workforce. According to Pew Research, approximately 19% of Americans aged 65 and older were employed in 2023 – nearly double the share of workers just 35 years ago. This remarkable shift is attributed to longer life expectancies supported by improved health and education among older cohorts.

Along with their growing numbers, older workers have experienced a noteworthy increase in wages. In 2022, the typical hourly wage for workers over 65 was $22, a substantial rise from $13 per hour in 1987. This increase is more significant than the bump in the earnings of workers between the ages of 25 and 64 over the same period, indicating a narrowing of the wage gap between older and younger workers over the years. Older employees are also working more hours annually than their counterparts in prior decades.

Older women, in particular, have provided a boost to the senior workforce. Women over the age of 65 now comprise 46% of all workers in that age bracket – up from just 28% in 1988. Older female workers today are also far more likely to hold a four-year college degree than their predecessors of 20 or 30 years ago.

Despite the persistent issue of age bias, older adults have achieved considerable success in not only securing employment but also in obtaining better pay and benefits. As the population grays, older workers are positioned to play an even greater economic role. Their proven value and potential suggest they will become an integral driver of workplace output.

Source: Pew Research

More older workers are unretiring and taking lower-pressure jobs, according to a new poll. Carly Roszkowski, AARP’s vice president for financial resilience programming, noted that seniors returning to the workforce cite finances as the primary reason. Other factors include a desire for social engagement, mobility, and the fear of outliving retirement due to longer lifespans.

Watch the video below.

In today's workforce, age diversity stands as an asset, offering organizations a unique opportunity to enhance innovation and productivity. With an increasing number of individuals choosing to extend their careers beyond retirement age, it is becoming commonplace for younger managers to oversee older subordinates. According to a Harris Interactive survey commissioned by CareerBuilder, 4 in 10 employees report working under a younger manager.

Younger managers stand to gain valuable insights from their more experienced subordinates, fostering a collaborative and enriching work environment where both parties benefit from the exchange of perspectives. Recognizing and appreciating the diverse strengths each generation brings is foundational to creating a cohesive and innovative workplace. Here are some tips for effectively managing older employees:

By fostering mentorship programs, skill-sharing initiatives, and embracing flexible work arrangements, organizations can build a culture that not only acknowledges but celebrates the unique contributions of every team member, regardless of age. In navigating the evolving workforce landscape, those organizations that proactively support and embrace age diversity will undoubtedly thrive in the creation of a robust and dynamic workplace. Age diversity, far from being a challenge, emerges as a compelling opportunity awaiting exploration and integration.

Sources: Career Builder, SHRM

When Sharon Barrow retired nearly a decade ago from the Department of Education, she quickly realized that she was not quite ready to give up working altogether. As a lifelong people-person who thrived on customer service, Sharon yearned to get back out there and make a difference in her community.

She jumped at the opportunity when she heard about MaturityWorks, a program designed to help mature workers reconnect to the workforce. "This program came at the perfect time and was an absolute gift," Sharon recalls.

However, just as she enrolled the COVID-19 pandemic changed everything. With in-person training suspended, Sharon adapted on the fly by diving into the extensive online computer courses offered through MaturityWorks and earned her Microsoft 365 certificate, completely updating her technical skills. Additionally, MaturityWorks’ resume-building workshops taught Sharon how to strategically tailor her resumes and highlight her strengths. She began applying for jobs, securing interviews, and riding a wave of motivation.

On March 14th, 2022, Sharon embarked on an exciting new chapter as a part-time Proctor role at Touro College. Sharon beams, "I cannot wait to pay forward the support I received. My comeback story is still being written, but I could not be more thrilled for this next adventure!"

Housing Options and Geriatric Association Resources, Inc. (H.O.G.A.R.) was incorporated in March 1996 to assist society’s most disenfranchised; the elderly, seriously mentally ill adults, the homeless, adults living with Special Needs and the physically challenged by promoting, fostering, and providing the highest quality of housing and services in a most therapeutic, rehabilitative, and aesthetically satisfying environment.

The organizations’ goal is to restore an individual’s ability for independent living, socialization, and effective life management. H.O.G.A.R.’s services and housing build on personal strengths to offset the effects of the aging process, illness and history of homelessness and in coordination with other treatment and rehabilitation services.

H.O.G.A.R Inc. has been a host agency for MaturityWorks since 2017. Trainees gain hands-on workplace experience and develop strong transferable skills while making an impact for H.O.G.A.R residents. Some of the skills that trainees have learned include customer service, communication, time management, computer literacy and problem solving. H.O.G.A.R has hired over a dozen trainees in positions such as bookkeeper, bilingual receptionist, officer clerk, assistant activities coordinator, custodial worker, and case manager.

They continue to provide our trainees with the opportunity to better their lives by offering them on the job training followed by unsubsidized employment.