While TRWIB proposes accelerating support of regional career, vocational training and technical centers to promote these careers, it also recognizes that reengaging older workers may help.
The size of the graying workforce presents a challenge to regional prosperity--especially if not utilized. Even if the business community can improve in managing an aging workforce, they cannot prevent layoffs or voluntary resignations of mature workers. As the cohort of older workers expands, we expect to see more displaced or transitioning talent in this age group.Accordingly, on this front, TRWIB recommends:
- helping older unemployed workers navigate the labor market;
- developing effective job-seeking skills;
- use career coaching to help older workers to capitalize on their expertise and interests and to facilitate their transition into meaningful encore careers; and
- encourage self-employment and entrepreneurial opportunities by providing access to resources, training, and technical assistance for new
- companies may need to reconsider recruitment strategies, find advertising channels and an image that appeal to
- companies should learn to be more creative in generating
opportunities for older workers who may be less productive due to a decrease of physical strength but have a substantial wealth of knowledge and skills developed within the company;
- flexible work arrangements, phased retirement, and other innovative models.