Japan: Small Employers Lead Way in Allowing Workers Past 65 To Keep Working

Japan's Health, Labor and Welfare Ministry has released information showing that the proportion of companies where every employee can work until age 65 or beyond if they so wish rose to a record 48.8% in 2012, up 0.9% from 2011. However, this growth continues to be led by smaller employers. Only 24.3% of companies with 301 employees or more are allowing workers aged 65 or above to continue working, only a 0.5% from 2011.

Looking at the workers themselves, the Ministry's survey shows that 73.6% of 430,036 workers who reached retirement age in the past year were rehired, while only 1.6% of those hoping to be re-employed were not; 24.8% opted to retire.

In the Japan Times article on the report, it is noted:

Large firms will have to promptly take all necessary steps since revised legislation enacted earlier this year obliges them to let their employees continue working up to 65 years of age or older. The law was revised in view of planned changes to the public pension system, which will see the state pension eligibility age gradually raised from 60 to 65, beginning next April.

Sources: Japan Times "Record 49% of Japanese companies are letting seniors work beyond 65" (October 20, 2012); Health, Labor and Welfare Ministry Press Release (Japanese) (October 18, 2012);

OECD Issues Reports on Country Initiatives To Stimulate Employment of Older Workers Since 2005

In a series of country notes, the OECD has evaluated the impact of recent policy reforms and measures to boost job opportunities for older workers in 21 countries which participated in the OECD 2003-05 review of ageing and employment policies. According to the OECD:

The data show a steady increase over the past decade of the employment rate of people aged over 50 in the OECD area, from 55.6% of 50-64 year-olds in 2001 to 61.2% at the end of 2011. At the same time, the effective age at which people retire has increased slightly: for men, from 63.1 in 2001 to 63.9 in 2011 and for women, 61.1 in 2001 to 62.8 in 2011. The data also reveal a striking difference in 2011 between countries in the share of people aged over 60 still working: from 63.4% in Sweden to 14.2% in Hungary (see data for countries below).

In 2006, OECD issued its report "Live Longer, Work Longer" in which it recommended steps to:

• Strengthen financial incentives to carry on working and reducing incentives to retire early;
• Tackle employment barriers on the side of employers, such as increasing awareness of anti-age discrimination laws; and
• Improve the employability of older workers, such as boosting the incentives for job centres to place older unemployed job seekers in work.

More detailed analysis will become available in a chapter of the 2013 Employment Outlook in June 2013. In addition to the 21 country reports linked below, OECD issued a scorecard on older workers  in 34 OECD countries.

• Australia
• Austria
• Belgium (in French)
• Canada (forthcoming)
• Czech Republic
• Denmark
• Finland
• France (in French)
• Germany
• Ireland
• Italy
• Japan
• Korea
• Luxembourg (in French)
• Netherlands
• Norway
• Spain (in French)
• Sweden
• Switzerland (in French)
• United Kingdom
• United States

Source: OECD Ageing and Employment Policies (October 17, 2012)

Canada: Report on Employment Practices and Employability of Mature Workers in Montreal

Community Economic Development and Employability Corporation (CEDEC) has followed up its report on the perceived challenges of mature workers throughout the greater Montreal area with a survey of employers, recruitment agencies and employment service providers to understand their perspectives on the opportunities or challenges associated with hiring a mature worker. Among other things, CEDEC's "Employment Practices and Employability of the Hidden Talent Pool: The Mature Workers Report" suggests that mature workers maintain a positive reputation in the workforce, but also reports that stakeholders mentioned several critical factors affecting English-speaking mature workers’ capacity to find employment.

For example, CEDEC reports that "employers perceive older workers as generally stable, productive, committed, responsible, and highly motivated with strong work ethics." However, it also reports that workers "have difficulty finding employment; they experience various levels of prejudice (ageism) when looking for work and are keenly aware that they are being discriminated against as a result of their age." The factors that CEDEC finds employers citing as barriers to employability include a lack of French language skills, unrealistic salary expectations, lack of technological (mostly computer) skills, a resistance to change and unwillingness to work long hours or overtime.

CEDEC recommends that:

• the government should also be sensitized to the need to hire mature candidates for federal and provincial jobs.
• companies should have concrete strategies for retaining mature employees in their workforce.
• companies should understand and address the motivations and needs of mature employees while seeing the benefits of keeping mature workers on board.

Source: Community Economic Development and Employability Corporation News Release (October 5, 2012)

Study: Recommendations to Help Pittsburgh Deal with Critical Shortage of Younger Workers

The Three Rivers Workforce Investment Board (TRWIB) has released a report finding that Pittsburgh's workforce is aging faster than the national average and that it is facing a critical shortage of younger workers ready to move into jobs that will become available as a result of retirements in the workforce in the next 10 years. According to "Does Aging Matter? Workforce aging and its implication for collaborative talent management in the Pittsburgh region," a “disturbing scarcity of skills” for local jobs, especially in the areas of advanced manufacturing, education, healthcare, utilities and the trades, will leave the region without an adequate supply of younger workers with the skills to move into the jobs, and the expertise of older workers will be lost unless mentoring opportunities and programs are established.

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
  entrepreneurs.

On the employer side, the report suggests:

• companies may need to reconsider recruitment strategies, find advertising channels and an image that appeal to
  mature workers;
• 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.

Source: Three Rivers Workforce Investment Board News Release (October 3, 2012)

Australia: Discussion Paper Released on Legal Barriers to Employing Older Workers

The Australian Law Reform Commission has released a discussion paper for the Commission's inquiry into legal barriers to older persons participating in the workforce and other productive work. In "Grey Areas: Age Barriers to Work in Commonwealth Laws," the Commission highlights its thinking to date and puts forward proposals for law reform in the areas of recruitment and employment, work health and safety, insurance, social security, and superannuation.

For example, on the issue of recruitment, the paper notes that "Mature age job seekers face multiple and intersecting difficulties in entering or re-entering the workforce and often utilise either the national employment services system or the services of private recruitment agencies." One proposal being put forward is that "The Fair Work Ombudsman should undertake a national recruitment industry campaign to educate and assess the compliance of recruitment agencies with workplace laws, specifically with respect to practices affecting mature age job seekers and workers."

Individuals and organizations are asked to make submissions in response to the 36 proposals and 15 questions in the discussion paper. Submissions may be made until November 23, 2012 at www.alrc.gov.au/content/age-barriers-work-discussion-paper.

Source: Australian Law Reform Commission Media Release (October 2, 2012)

UN Population Fund Issues Report on Global Aging

The United Nations Population Fund (UNFPA) has released a report showing that the number of older persons is increasing faster than any other age group, with the population of over-60-year-olds expected to reach one billion within the decade. Thus, among other things, "Ageing in the Twenty-first Century: A Celebration and a Challenge" calls for urgent action by governments to address the needs of the "greying generation."

If not addressed promptly, the consequences of these issues are likely to take unprepared countries by surprise. In many developing countries with large populations of young people, for example, the challenge is that governments have not put policies and practices in place to support their current older populations or made enough preparations for 2050.

The report does acknowledge that important progress has been made by many countries in adopting new policies, strategies, plans and laws on aging. With respect to employment, the report finds that 47% of older men and nearly 24% of older women participate in the labor force. Yet, despite the contributions that a socially and economically active, secure and healthy ageing population can give to society, the report also notes that many older persons all over the world face continued discrimination, abuse and violence. The report calls for governments, civil society and the general public to work together to end these destructive practices and to invest in older people.

Source: United Nations Population Fund Press Release (October 1, 2012)

Survey: Hiring Managers Prefer Mature Workers

According to a survey, conducted by Braun Research, Inc on behalf of Adecco Staffing US, hiring managers are three times more likely to hire a mature worker (60%) than a Millennial (20%). In addition, 91% of the hiring managers across a range of industries say they view mature workers as reliable and 88% considering them professional.

In the "Adecco Staffing Mature Worker Survey," found that there were hiring barriers for both age groups. While 39% of hiring managers didn’t see any challenges in hiring mature workers, compared to 27% for Millennials, 39% said the greatest challenge to hiring mature workers is their difficulty in learning/adapting to new technology, while--with respect to Millennials--46% of hiring managers viewed their unknown long-term commitment to a company as the biggest possible liability.

The survey also noted problems for both groups in the interview process:

Specifically, 51 percent of hiring managers cited mature workers’ biggest interview mistake as “high salary/compensation demands,” followed by 48 percent that cited “overconfidence in their abilities and experience.” For Millennials, the biggest mistakes were “wearing inappropriate interview attire” (75 percent) and “posting potentially compromising content on social media channels” (70 percent).

Source: Press Release (September 26, 2012)

Report: Long-Term Implications of Aging Population on United States

In a congressionally-mandated report on the aging of the U.S. population and its economic consequences for the country, particularly for federal programs that support the elderly, the National Research Council finds that Social Security, Medicare, and Medicaid are on unsustainable paths, and the failure to remedy the situation raises a number of economic risks. However, "Aging and the Macroeconomy: Long-Term Implications of an Older Population" also looked at issues about working and retirement and reports that:

• there is substantial potential for increased labor force participation at older ages, which would boost national output, slow the draw-down on retirement savings, and allow workers to save longer; and
• longer working lives would have little effect on employment opportunities for younger workers, productivity, or innovation.

According to Ronald Lee, professor of demography and economics at the University of California, Berkeley, and co-chair of the committee that authored the report, "[t]he nation needs to rethink its outlook and policies on working and retirement.... Although 65 has conventionally been considered a normal retirement age, it is an increasingly obsolete threshold for defining old age and for setting benefits for the elderly."

In addition, the report suggests that workers can better prepare for retirement by planning ahead and adapting their saving and spending habits.

A summary of the report is also available.

Source: National Research Council News Release (September 25, 2012)

United Kingdom: Rise in Older Workers and in Employer Fears of Cost of Health Issues

According to a survey from Aviva, companies in the United Kingdom are already starting to see a change in their workforce demographics resulting from elimination of the default retirement age, prompting fears that aging workforce health issues will affect their company. "Aviva’s Health of the Workplace" reports that 29% of employers are already seeing a rise in the average age of employees, 37% of employers expect to see their workforce get older in the future, and 38% believe that ageing workforce health issues will impact their company. Aviva does note, however that 50% of employers believe there are positive benefits for individuals working past the traditional retirement age.

A quarter (24%) of employers are concerned that an increase in the numbers of older employees will see sickness absence rates rise. A similar proportion of employers (26%) were concerned that older employees would be absent with more serious conditions than their younger colleagues. Not surprisingly, nearly three-quarters (70%) of employers believe that health issues in the workplace will increase because older employees suffer from different medical complications to younger employees.

Employers also note that they will need to respond to these concerns, 29% saying they would need to offer different health advice, 18% that they would need to offer different health benefits, and 23% that they would need training to help spot signs of serious illness, such as dementia. In addition, 36% realized they may need to introduce flexible working hours for older employees.

Source: Aviva News Release (September 27, 2012)

Ukraine: Age Discrimination in Hiiring, Government Incentives for Hiring Older Workers Coming

According to published reports, a survey conducted by the Kyiv International Institute of Social Studies has found that more than a quarter of Ukrainians say that they have suffered age-based discrimination while trying to get a job. In addition, the Kharkiv Institute of Social Studies, analyzing 7,000 employment ads, found that 15% of all printed ads and 58 percent of online ads contain age requirements for job seekers.

Daryna Shevchenko's article in the Kyiv Post reports that "experts say that employers fear hiring older people because they are viewed as less creative, less diligent, less efficient and more demanding as far as benefits go."

ay that employers fear hiring older people because they are viewed as less creative, less diligent, less efficient and more demanding as far as benefits go.

A law going into effect in 2013 may not change the lax discrimination laws, but will provide an incentive to hire older workers:

The new law that will come into effect in 2013 bans employers from demanding any private information about job seekers. It also guarantees that the government will subsidize anyone aged over 45 with 15 or more years of working experience who need to learn a new skill to become more employable.

Iryna Akimova, deputy head of the president’s administration, said the government will issue a voucher worth Hr 11,000 for a person to receive new training. She also said that the government will exempt companies from paying the single social tax for a year if they hire older employees, those who are raising disabled children and young people entering the job market.

Source: Kyiv Post "Employers shun older applicants" (September 13, 2012)

CareerBuilder Survey Finds Generational Differences in Workplace

CareerBuilder has reached the results of a national poll identifying generational differences in work styles, communication and changing jobs. Among other things, the survey reports that 34% of U.S. workers say their boss is younger than they are, and 15% say they work for someone who is at least ten years younger. "While most workers said it isn’t difficult to work for a younger boss, differences in work styles, communication and expectations illustrate the changing nature of office life."

Specifically, CareerBuilder compares older workers (those 55 and over) and younger workers (those 25 to 34) and finds, among other things:

• Communications: the older are more likely to prefer face-to-face contact (60% compared to 55%), while the younger are more likely to prefer text and e-mail (35% compared to 28%).
• Career paths: Younger workers tend to view a career path with a “seize any opportunity” mindset, while older workers are more likely to place value in loyalty and putting in the years before advancement.
• Working hours: Younger workers are more likely to log shorter hours--eight hours or less--than workers 55 and older (64% versus 58%) and are more open to flexible schedules (29% versus 20%).

Source: CareerBuilder Press Release (September 13, 2012)

Pew Researchers Find Delayed Retirement of Older Workers Does Not Harm Younger Workers

The Pew Charitable Trusts have published an issue brief exploding the he "lump-of-labor" theory, which holds to the notion that younger and older workers are engaged in a zero-sum game for a fixed number of jobs. Instead, according to "When Baby Boomers Delay Retirement,
Do Younger Workers Suffer?," there is no evidence that employment by Baby Boomers negatively impacted the labor force activity of younger workers.

Among other things, the brief reports that:

• an increase in older workers’ employment has been associated with an increase in younger workers’ employment rate and hours worked;
• this relationship between older and younger workers’ labor force behavior also holds true within states;
• this relationship does not vary by education level or by gender; and
• older workers’ employment has no negative impact on the hourly wages or annual incomes of youth.

Source: Pew Charitable Trusts Research Analysis (September 13, 2012)

Survey Reports Generations in Workplace Respect Each Other

In advance of its September 28, 2012 symposium on “America’s Aging Workforce: A Fairfax County EDA Symposium,” the Fairfax County Economic Development Authority has release the results of a survey it commissioned, finding that, despite a demographic shift that is making the nation’s workforce older, working Americans from different generations--Baby Boomers and their Gen X and Millennial counterparts--value each other in the workplace to a surprisingly high degree. Specifically, "[m]ore than nine out of 10 of those surveyed agreed with the statement: 'the best workforce is one that has a good contingent of younger and older workers,' with 92 percent of employees aged 18-34 and 95 percent of employees aged 55+ concurring."

Of employees aged 18-34, 69% said that both older workers and younger workers were equally valuable in their own right, a sentiment echoed by 78% of employees aged 55+ and 77% or those aged 35-54. In addition, both workers and their managers agreed that no amount of enthusiasm can replace experience in the workplace.

While most of those surveyed believe that their company’s leadership is prepared for an aging workforce, with more managers (70%) than rank-and-file workers (59%) thinking that is the case, there was evidence that stereotypes persist: "Most managers and workers agree that, in general, older workers are more resistant to change in the workplace. Younger employees are much more likely (80 percent) to think so than their middle-aged (71 percent) and older (62 percent) colleagues."

Source: Fairfax County Economic Development Authority News Release (September 13, 2012)

United Kingdom: AgeUK Calls for Mandating Flexible Workplaces

AgeUk has issued a report calling for every worker to be able to do their job flexibly--including working from home, doing flexitime or different working hours, or simply being able to swap shifts--unless a business can justify otherwise. According to "", "an important way to unleash the full potential of Britain’s older workers, many of whom are unable to work conventional hours because of caring responsibilities and the need to balance other personal issues with work, is to change the UK’s traditional and more rigid approach to work."

Among the changes that AgeUK is calling for are for all new and prospective employees to automatically have the right to request flexible working, instead of having to wait until 26 weeks in the job before making a request. Currently, "far too many people aged 50 and over are locked out of the job market because they are unable to work conventional hours, often because they have to care for a relative or have health issues."

Among other findings published in the report:

• 38% of those in employment aged 50 plus worked flexibly in 2010, up from 30% in 2005, but the figures hide the lack of flexible working in various industries.
• Older workers in the public sector are most likely to work flexibly.
• People in lower supervisory and routine jobs are less likely to be granted flexible working than those in managerial or professional roles.
• Carers are less likely to be able to access flexible working options than other groups, for example those coming back from maternity leave.
• 25% of carers under the age of 70 report that caring responsibilities affect their work. Of these, 39% left employment altogether.

Source: AgeUK Press Release (September 11, 2012)

Book: "Mid and Late Career Issues: An Integrative Perspective"

The University of Florida has announced the publication of Mid and Late Career Issues: An Integrative Perspective," which finds that older workers learn more quickly and have more drive than some employers might believe. Based on a synthesis of the limited literature on the topic as well as numerous in-depth interviews with older workers and recent retirees, the authors challenge the stereotypes associated with older workers, such as they are more difficult to train and they lack energy compared with younger colleagues.

The book is co-authored by Mo Wang, an associate professor of management and co-director of the Human Resource Research Center at the Warrington College of Business Administration, Deborah A. Olson, an associate professor of management and leadership at the University of La Verne (Calif.), and Kenneth Shultz, a professor of psychology at California State University, San Bernadino.

According to the book, older workers are often better at certain types of work, such as customer service, because they are better equipped to deal with emotional aspects of the job. Experiences such as raising children and caring for elderly parents provide older workers with the skills to deal with emotional obstacles. Such life experience also benefits workers when they change jobs or face layoffs.

“We really found no basis to argue that older workers are harder to train than younger workers,” Wang said. “This stereotype often contributes to employers’ unwillingness for hiring older workers.”

Wang said that when workers reach their early 40s, their career priorities could change. No longer preoccupied with advancement, older workers reassess their position and value.

“When you get to be 40 or 45, your future in your organization becomes clear,” Wang said. “You’re thinking less about climbing the career ladder. You begin to think of other ways to have a legacy.”

Source: University of Florida News Release (September 7, 2012)

Australia: IAG Chief Addresses Diversity, Harnessing Energy of Older Workers

Mike Wilkins, Managing Director and CEO, Insurance Australia Group (IAG), addressing the Australian Human Rights Commission, believes that while there are things government can do to help make employment a more viable option for older workers, business has the responsibility to help change community attitudes around older workers and to walk the talk.

In describing the diversity initiatives undertaken by IAG, Wilkins pointed out that "diversity is really about diversity of thought" even though "diversity of gender, ethnicity and age are positive lead indicators of a healthy organisation." To this end, IAG ran unconscious bias sessions with its leaders to help them recognize their thought process when they make employment decisions, so that, for example, one doesn't automatically assume that an older person may not have the technical nous required in a modern workplace.

In addition to regularly promoting and celebrating the achievements and long service milestones of its employees, IAG has an established range of policies, programs, and practices to respond to the demographic challenge, largely around the need for flexibility that older workers frequently want.

With respect to government initiatives, Wilkins endorsed efforts to reform the superannuation arrangements so as not to discourage people from remaining in or re-entering the workforce, suggested possible subsidies for older workers who want to take on mentoring roles and tax breaks to make it more appealing for older workers to re-enter the workforce, and applauded the Queensland and Western Australian governments for removing the age limit on their workers compensation schemes and recommended that all states and territories do the same.

Source: Insurance Australia Group Media Release (September 3, 2012)

United Kingdom: Illness Forces Many Older Workers To Stop Working Before Retirement Age

The United Kingdom's Trades Union Congress (TUC) has released an analysis of official labor market data showing that disability and poor health are preventing nearly half a million people approaching retirement from working, a figure that the TUC says will only increase as the state pension age starts to rise. Specifically, the TUC research finds that the employment rates for those approaching the current SPA are low, with just 54% of men aged 60-64 and 62% of women aged 56-60 in work.

As nearly two in five of those approaching retirement age are economically inactive, with long-term sickness and disability cited as the main reason for then not working, the TUC argues that the UK government is wrong to raise the state pension age without first addressing the health inequalities that are forcing many people out of work well before they're able to draw their pension. Instead, the government should focus on tackling age discrimination, extending access to flexible working and supporting those who are actively seeking work to re-enter the jobs market. TUC General Secretary Brendan Barber said:

While more people are working past their state pension age, often as the only way to get a decent retirement income, a far greater number of older people are unable to work due to ill-health or because they are trapped in long-term unemployment.

Accelerating the rise in the state pension age will simply push more people into poverty. We will end up with a new limbo zone for people in their mid-60s who are too young for a pension, but too old to have any realistic chance of a job. With a benefits system that gets meaner and tougher each year, even 66 year olds who have worked for decades before stopping work will be treated as work-shy scroungers.

By raising the state pension age and ignoring persistent health inequalities, the government risks overseeing a dramatic rise in pensioner poverty.

Source: Trades Union Congress News Release (August 30, 2012)

Research: Eliminating Social Security Taxes on Older Workers Would Encourage Longer Working Lives, Reduce Government Expenses

According to research published by the University of Michigan's Institute for Social Research, eliminating social security payroll taxes starting when workers are 55-years-old would lead to their take-home pay jumping by 10.6%, and they would work 1.5 years longer on average, paying more income taxes, and helping to reduce the Federal deficit. In their article "Consumption, retirement and social security: Evaluating the efficiency of reform that encourages longer careers," in the Journal of Public Economics, University of Michigan economists John Laitner and Dan Silverman explore how tax cuts targeted at older workers would affect the likelihood of working longer and the size of the federal deficit.

According to their abstract, "The estimated magnitude of the change in consumption–expenditure depends importantly on the treatment of consumption by adult children of the household. Simulations indicate that the reform could increase retirement ages one year or more, equivalent variations could average more than $4000 per household, and income tax revenues per household could increase by more than $14,000."

However, in order for the Social Security system to break even,
workers would need to pay about one percent higher payroll taxes a year until age 55. Thus, Laitner said:

Households with a strong preference for very early retirement would pay the slightly higher payroll tax before age 55, but leave the labor force before gaining much from the elimination of the payroll tax after that. Late retirees would, by the same token, be big winners. And the point of the reform, after all, is to encourage work by rewarding it.

Source: Institute for Social Research, University of Michigan Research Release (August 28, 2012)

Survey: U.S. Employers Want Older Workers To Keep Working

Nearly half of 412 retirement plans sponsors surveyed by BMO Retirement Services expect U.S. companies to benefit from baby boomer employees who prolong their careers past age 65. In addition, only 4% of the firms surveyed believe employees who postpone retirement will be a negative for companies.

"Although some companies will continue to offer buyouts and retirement packages to their older staff, our survey suggests that many businesses will be pleased to retain selected boomer employees," said Todd Perala, Director of Relationship Management at BMO Retirement Services. "There appears to be a growing recognition in corporate America that employees in their sixties possess valuable institutional experience and expertise."

BMO Retirement Services also found that close to a quarter of surveyed employers estimate that the percentage of working boomers who postpone retirement could exceed 50% in the years ahead. Nearly half of respondents predict that more than 30% of boomers will fall into this category.

The plans surveyed have a minimum of $2 million in trust assets and use the BMO Retirement Services recordkeeping platform.

Source: BMO Retirement Services Press Release (August 21, 2012)

New Zealand: Exploring Employer HR Needs and the Silver Tsunami

According to an article from the University of Auckland's Retirement Policy and Research Centre, the retirement of baby boomers in Nez Zealand will leave labor and skill gaps that will need filling and will change the whole process of retirement, but employers able to harness those two challenges will fare better as the "silver tsunami" moves through New Zealand’s age groups. In "A commentary on older workers and some HR issues facing employers," Michael Littlewood examines what is known about New Zealand's older workers, looks at effective retirement ages, makes international comparisons, and explores some of the myths of the silver tsunami.

Among other things, Littlewood writes that not enough is known bout older New Zealanders, as the five yearly Census was last done in 2006. He points out that, as of that time, participation rate of those aged 65 and over had approximately trebled over the 20 years 1986-2006, and that t there were wice as many male "participants" as female in each of several age groups broken out of those over 65 in 2006.

Baby boomers will change everything as they move through their late careers, the transition to retirement and retirement itself. Their numbers alone make that inevitable. They present a human resources’ challenge to employers on at least two grounds: their retirement will leave labour and skill gaps that will need filling, and they will change the whole process of retirement.

Source: Retirement Policy and Research Centre Pension Commentary 2012-4 (August 13, 2012)