Rethinking work mgs_4-29-11-final

Rethinking Work for a
Changing World
Tracy Godfrey
Kate Schaefers
MN Gerontological Society Conference
April 29, 2011
Godfrey & Schaefers April, 2011 111

Rethinking Work:
Session Goals
• Provide information on demographics on the aging
population and workforce
• Trends and changes in thinking on work and
retirement
• Ideas of what older workers and employers can do
• Discuss broader implications of these trends across
other aspects of society

“A Change Is Gonna Come”:
Aging Population
• The number of boomers reaching “retirement” age
will grow dramatically in the years to come.
– 30% more will turn 65 this year than last year
• People are also living longer
• Number of Adults age 65+ Will Continue to Grow
– 79% Increase between 2010 and 2030
– By 2030, those over 65 will make up 19.3% of population
• In Minnesota, numbers of people aged 65+ is
expected to total 1.3 million in 2030
Sources: Administration on Aging, 2009, Ecumen 2007 Age Wave Study
Population
Workforce
Work

Age Distribution Has Changed
47.0
7.6 7.2
21.6
16.6
37.8
10.0 10.4
24.5
17.3
0
10
20
30
40
50
20-40 40-45 45-50 50-65 65+
1980 2007
% of Population
Over Age 20
Source: Gillaspy & Stinston, “The New Normal”, Nov., ‘10
Minnesota
1980 vs. 2007
Population
Workforce
Work

How old is “Old”?
The answer depends...
Age Group
• Early Boomers
(1946 – ’51)
• Middle Boomers
(1952 – ’58)
• Later Boomers
(1959 – ’64)
“Old”
78
Survey of Baby Boomers:
75
71
Generally, “Old” seems to be at least 5 years older than you are.
Source: “Boomers in the Middle, MetLife Mature Market Institute, 2010
Population
Workforce
Work

“A Change Is Gonna Come”:
Aging Workforce
• Workers over 50 are a growing portion of the
workforce (now more than 30%)
• Labor force participation of those 55+ is increasing
• More people are working past age 65 (now 18%)
• In the U.S. from 2006 to 2016, workers 65+ will be
the fastest growing age group (+84%); ages 55 -64
is next(+37%); workers 16 – 24 will decrease by 7%;
Minnesota trends show this same pattern.
• If trends continue, adults age 55 & up will be
25% of the workforce in 2019.
Population
Workforce
Work

In Minnesota, 30 Percent More
Workers Turned Age 62 in 2008
- Trend Will Continue Until 2022
0
10,000
20,000
30,000
40,000
50,000
60,000
7/05 to
7/06
7/06 to
7/07
7/07 to
7/08
7/08 to
7/09
7/09 to
7/10
7/10 to
7/11
7/11 to
7/12
Year Turning Age 62
WorkedWithinPast5years
2005 ACS Source: Gillaspy & Stinston, “The New Normal”, Nov., ‘10
Population
Workforce
Work

“A Change Is Gonna Come”
Work is changing
• Move to a Knowledge Economy – from a
manufacturing economy
• Global economy
• More technology, mobility: Internet, WiFi,
Smart phones, Social media
• Networked – closer links across
geography - Virtual
Population
Workforce
Work

Longer Lives, More Years in Middle
• On average, people live 18 years beyond 65
• Frail elder stage pushed out a decade or more
• People age 60-75 remain active, healthy
40 - 5520 - 40 55 - 70 70 – 85+
Now
19001900
A “New Stage” Has Emerged

Defining a New Stage of Life
“The sixty-somethings headed our way
will invent an entirely new stage of
life—the encore years—between the
end of middle adulthood and anything
resembling old age and retirement. We
brand them the young-old, or the
working-retired. Or maybe just the
oxymoronic years….”
- Marc Freedman, AARP Bulletin, March, 2011

11
Aging Boomer Population:
Burden?
• Inadequate savings for retirement
• Burden on healthcare systems,
greater healthcare costs
• Drain on Social Security, Medicare,
other Social Service programs –
fewer workers paying in to support
more recipients
• Strain on families and society in
caring for those in dependency
• Eventual shortage of labor and
talent
Chinese Character for Crisis
Opportunity + Danger
Godfrey & Schaefers April, 2011

12
Aging Boomer Population:
Opportunity?
• Well educated, skilled sector of
the labor market.
• Healthy and vital contributors.
• Skills well suited to today’s
knowledge based economy.
• Desire to give back, contribute,
fits with emerging employment
needs (i.e. health care, education,
environment, social service).
Chinese Character for Crisis
Opportunity + Danger

Benefits in Extended Work Life
For the individual:
• Money: Increased income,
more savings
• Sense of accomplishment,
contribution
• Increased social interaction
and involvement
• Extended vitality and health -
for those who stay engaged

For the Employer:
• Alleviate, moderate or postpone
shortage of labor
• Retain talent; less brain drain
• Succession planning, transfer
of knowledge
• Organizational profitability and
competitiveness
• Older workers bring qualities
that are needed: engagement,
work ethic, efficiency, focus

For Government:
• Extend life of Social Security,
Medicare
• Lower costs for health care,
welfare and other “entitlement”
programs
• Volunteers contributing to non-
profit, community & civic efforts
• People pay income taxes as
they continue to work

For society:
• Improved health; reduced
healthcare cost
• Healthier communities – more
engaged, involved and caring
• Increased labor utilization,
productivity, economic growth,
greater prosperity
• Economy grows faster when
more people work longer
• Create “communities for life” –
across generations

“Retirement” – Old Myths
vs. New realities and vision
The Old Myth:
• Retire at age 65 and stop working
• The “Golden Years” in “Sun City” – moving away
to live in a retirement community
• “Senior Citizens” living in “55+” housing, away
from other age groups
• Focus on a life of leisure, without responsibility
• “Elderly” - increasing frailty and declining health
• “It’s all downhill from here!”

“Retirement” – Old Myths
vs. New realities and vision
Working in Retirement
• 1 in 5 of those over 50 who are “retired”
are working
• More than half of those work full-time;
• 1/3 of those working full-time are making
more than before they retired.
“Working in Retirement”, Work and Families Institute, Nov., 2010
In Minnesota
• 46% of Boomers plan to work PT or FT in retirement
• 73% of those who plan to work say their job will be different
than their current job. The Ecumen “Age Wave” Study, 2007

Why people are working longer
It’s more than Financial: AARP Survey – “Ideal Job”:
• Personal & Professional Development factors were most
important, followed by Workplace Culture, and then
Flexibility, all ahead of Finances
What older workers are seeking in a job:
• Still healthy – want to stay physically & mentally active
• Make use of one’s skills and talents
• Want to make a difference; have a sense of purpose
• One’s contribution is valued; respect
• Flexibility and control over one’s work
• Learn new things and grow professionally
• Social: Stay connected, camaraderie, relationships
Why do you work?

“New Stage” Models include Work
• Engaged Aging
• Giving Back
• Encore Movement
• Work, volunteering, care-
giving, lifelong learning
• Erik Erickson’s concept of
Generativity, Legacy
• Work provides structure,
identity, social interaction,
meaningful experience,
accomplishment, income
Purpose, meaning, contribution and legacy become more
important as we age – and the workplace is an outlet for these

The Second Half of Life –
Shifting Vision
• Shifting Inner
Vision
– Reflection
– New Perspective
– Seeing the world
with new eyes.
21Godfrey & Schaefers April, 2011

Reality Check: Myths & Hurdles
Older Workers Encounter
Myths
Not committed; short-timer
Less productive
Reduced intellect; can’t
learn
Inflexible, rigid
Too high on the “career
ladder”; can’t adjust
Not vigorous and active;
risk of health issues
Reality
More Loyal; Reliable
“Experience dividend” –
focused, work smarter
“Grown-up brain” – higher
order thinking; integrate
information; Sage wisdom
See multiple perspectives;
allow for compromise
Work differently: “career
lattice” - jobs with purpose
Conscientious; lower
absenteeism; vital; engaged
Illustration: “Hiring Grandpa”, The Economist, Apr. 9, ‘11

Reality Check: Myths & Hurdles
Older Workers Encounter
Hurdles
• Marginalized: Pushed to the side in discussions, decisions
• Passed over for training and new assignments
• Trivialized: Given routine or menial tasks – especially in
volunteer roles
• Risk of long-term unemployment
• Age discrimination in employment and on the job (either
intentional or unintended consequences of rules and
policies)
• “Age-ism”: Negative stereotypes, assumptions, attitudes;
jokes and categorization (in the media, advertising,
general society)

Rethinking Ways To Work
• Career continuity – Keep working where you are
• Recombinant Career – combine skills to use in a
new way, in a new setting
• Career changer – back to school, training or
apprenticeship or internship to move into a new field
• Encore” career – work that combines meaning,
social impact, and a paycheck
• Volunteer or community roles
At this point, much of this is being done by
individuals, with few established options

Workers: Pathways to New Work
• Formal Education
– Return to school
– Obtain a credential
• Informal, On-the-job Learning
– Stretch assignments to strengthen skill sets
– Crafting Experiments (Ibarra’s concept of Working Identity)
– Volunteering, civic engagement
– Explore an internship
• Alternative Work Engagements
– Project assignments
– Temporary, flexible work arrangements
• Rebranding
– Understand and build on transferrable skills

Employers: Strategies to Engage &
Retain Older Workers (& Others)
• Supportive organizational culture.
 Effectively using multiple generations
 Pension, rehire, work rules to allow workers to continue
 Employee resource groups: for Boomers & across generations
• Flexible work arrangements:
 Flexibility in When, Where and How to work
 Flexibility in pay and benefits choices
• Meaningful work – “Lead with purpose”
• Ongoing education, training and skill development
• Senior Consultant or “Guru” roles
• Career transitions; recombinant careers to use skills in
new ways; encore careers; bridge jobs
• Pro-rated health benefits.
• Recapturing “alumni” and retired workers

Broader Implications for this new
view of work for an aging world
• Housing
• Social Services
• Public Policy and government regulations
• Education – for training and lifelong learning
• Civic and community life
• Workforce: increasing productivity
(efficiency + innovation)
• What does this mean for you and your
sphere of work?

Tapping the Talent of an
Aging Workforce Will Take:
• Each person’s awareness, persistence
and motivation
• Employers’ receptivity and flexibility
• Government promotion and regulatory
structure
• Community culture that supports and
encourages lifelong engagement and
learning

Image
Identity
Workplace
Governmental
Culture
Self
The Bull’s Eye - When It All Aligns:
one’s desire, labor market & societal need
Godfrey & Schaefers 2929
Image
Identity
Workplace
Governmental
Culture
Self
Community
Resources
Ways to
Connect
29
Workforce
CentersPension
Rules
Flexible
Schedule
Work
Rules
Job
Design
Employment
Laws
Pension
Laws
Benefits
EEO
FLSA
OSHA
Environment that values
lifelong work
Communities
for a Lifetime
Multiple Models
Of “Retired”
Agencies
Community
Resources
Social
Security
Medicare
Engage
Multiple
Generations
Community
Learning
Support
Groups
Schools
Research/
Innovation
Funding&
Support
Networks
Selection
Ways to
Connect
Business Development
& Career Innovation
Training &
Education
April, 2011

Appendix

Percent Change in U.S. Labor Force
by Age, 2006 - 2016
16 to 24
25 to 34
35 to 44
45 to 54
55 to 64
65 and older
Thousands
-1,542
4,716
-2,194
-63
7,304
4,582
Source: US Bureau of Labor Statistics, Occupational Outlook Quarterly, Fall, 2007
As the baby-boom generation ages, those 55 – 64 in the labor
force will increase by 7 million; 35 to 44 year-olds will shrink
-7%
14%
-6%
0%
37%
84%
-10% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90%
Godfrey & Schaefers 31April, 2011

The End of Retirement
as We Know It
“All of us are now in uncharted territory, a
stage of life not seen before in human
history. And whether woman or man,
whether working-class or professional, we
are all wondering how we’ll live, what we’ll
do, who we’ll be for the next twenty or
thirty years.”
- L.B. Rubin (“The truth about aging in America”, 2007)
From “Engaged as We Age”, Sloan Center for Aging, Boston College, Feb., 2010, p. 13

33
History of Retirement
1900’s 1930’s 1960’s TODAY
SocialSecurityActof1935
SunCity-1960
VonBismarck–Germany-1883

Dimensions: Workplace Culture(W), Personal & Professional Development (P),
Flexible, Convenient Working Arrangements (F), Financial (Fi)
Elements of Older Workers’ Ideal Job
91%
88%
86%
80%
79%
77%
76%
75%
75%
74%
74%
70%
69%
68%
57%
56%
48%
38%
34%
Chance to use your skills and talents
Friendly work environment
Chance to do something worthwhile
Feeling respected by your coworkers
Adequate paid time off
Work allowing you to help others
Competitive pay
Feeling respected by your boss
Opportunity to learn something new
Flexible schedule
Health care benefits or insurance
Short commute
Good pension benefits
Chance to pursue something you’ve always wanted to
A 401(k) retirement plan
On-the-job training
Ethnic and racial diversity
Opportunity for part-time work
Ability to work from home
Godfrey & Schaefers April, 2011 34Source: AARP, 2008
P
W
P
W
F
P
FI
P
P
F
FI
F
FI
P
FI
P
P
F
F
Development & Workplace come first, then Flexibility and Finances

MN Boomers: Why They Work
Dimension % who find important
• Keep Physically Active: 86%
• Keep Mentally Active: 86%
• Income: 86%
• Health Insurance: 84%
• Sense of Purpose: 82%
• Stay Connected with Others: 82%
• New Challenges: 79%
Source: The Ecumen “Age Wave” Study, 2007

Transferring Talents to
Recombinant / Encore Careers
Career Changer From To
Ann Rosse (A) Registered Nurse Fire Fighter
Vilma Seymour (A) Salon Owner Medical Interpreter
Al Pickett (A) Retail Grocer H.S. Teacher
Brian Lucas (A) Air Traffic Controller E.M.T.
Lynn Dixon (C) Database Management Musician
Susie Cavanaugh (B) Teacher United Way Prog Coord.
Mike McCartan (C) Ad Agency Executive Harbor Master
Alice Williams (B) Computer Programmer Experience Corps Tutor
Dave Preston (C) English Teacher Motorcycle Club Mgr.
Bill Kurtis (D) Reporter Cattle Rancher
3636
A: Wells Fargo 2nd Half Champions; B: Encore Careers; C: Personal Source; D: PBS Retirement Revolution
www.youtube.com/watch?v=agTin2F0JPs&feature=youtube_gdata
www.youtube.com/watch?v=c132deipCeM&feature=channel
http://www.pbs.org/wttw/retirementrevolution/2009/08/04/alice-williams/
https://www.wellsfargoadvisors.com/2hc/second-half-champions.htm

Examples from “Early Adapters”
• “Prime Time” – First Horizon – flexible work option of 20 to 32 hours/week - prorated pay
- retain full benefits, including health insurance (A)
• Fewer Hours – Fidelity – Recruits 55+ for part-time in peak hours (B)
▪ Flexible work schedules – General Mills R&D – Accommodations include compressed
work weeks, flexible hours, as well as part-time work (A)
• Flexible Location – Boston College – Telecommuting options for IT (B)
▪ “Retiree Casual” – The Aerospace Corporation – Re-hire retirees to work part-time to
1000 hr. pension limits–as consultants, proj. mgrs, indiv. contributors, etc. (A)
▪ “QUEST: Qualified Employees Seeking Transfer” – Cornell University (C)
▪ Special assignments/Job Rotation – for mobility & skill-building–Deere & Co
▪ Phased Retirement – Pitney Bowes Engr. Dept. – variety of shapes, including
condensed workweeks, telecommuting & reduced workweeks (B)
▪ Apprenticeship Program – Boston Scientific – Pair up highly-skilled veteran craftsmen
& apprentices for knowledge transfer and succession planning. (A)
▪ Retirement Planning Seminars – Weyerhaeuser – Paid time away for workers over
50 for a 3 day retirement planning workshop, with partners (e.g. spouses)(A)
• Cross-Generational Networking Circle – MITRE – for knowledge-sharing
• “Encore Fellows” – Civic Ventures pilot in S.F. Bay Area – Executives from For-Profit
sector working in Non-Profit assignments
• Boomer Connection – Wells Fargo resource group
A: MetLife; B: Sloan Center, Boston College; C: AARP Top 50 Employers

Resources
Civic Venture: www.civicventures.org Information on “encore careers”
SHiFT: www.shiftonline.org Local network supporting people in mid-life who seek
greater meaning in life and work
The Sloan Center for Aging and Work, Boston College:
http://www.bc.edu/research/agingandwork/
MN Governor’s Workforce Development Council – Older Workers
Workgroup: http://www.gwdc.org/committees/older_workers_workgroup/
MN career, education & job resource: http://www.iseek.org/ - Collaboration
between government (MN DEED) & education (MN SCU)
MetLife Mature Market Institute: www.metlife.com/mmi/
AARP Foundation – Worksearch site: http://foundation.aarp.org/WorkSearch/
“Encore: Finding Work That Matters in the Second Half of Life,” Marc
Freedman (Public Affairs Paperbacks, 2008)
“The Big Shift: Navigating the New Stage Beyond Midlife,” Marc
Freedman (Public Affairs Paperbacks, 2011)
“Working Identity: Unconventional Strategies for Re-inventing Your
Career,” Herminia Ibarra (Harvard Business School Press, 2003)
PBS: “Retirement Revolution”:
http://www.pbs.org/wttw/retirementrevolution/watch/ (Sep., 2009, 2 hr. program)

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