Research: Implications of Aging Workforce for Occupational Nurses

According to a paper authored by Mercedia Stevenson White, RN, BSN, CHPN, Candace Burns, PhD, ARNP, and Helen Acree Conlon, DNP, MPH, ARNP-BC, COHN-S, occupational health nurses play a pivot role in implementing best practices for establishing a culture that promotes safe, aging-friendly workplaces. In "The Impact of an Aging Population in the Workplace," they outline the implications of an aging population in the workplace, and discuss benefits, safety concerns, and discriminatory attitudes towards older adults that continue to pursue full-time work well after their retirement years.

Abstract:

According to the Centers for Disease Control and Prevention, the number of people 65 years of age or older living in the United States is projected to double by 2030 to 72 million adults, representing 20% of the total U.S. population. Evidence suggests that older Americans are working longer and spending more time on the job than their peers did in previous years. The increased number of older adults working longer is observed not only in the Unites States but also worldwide. There are numerous ramifications associated with the changing demographics and the expanding prevalence of an aging population in the workforce. Dynamics that arise include stereotyping and discrimination, longevity and on-site expert knowledge, variances in workplace behavior, a multigenerational employee pool, chronic disease management, occupational safety, and the application of adaptive strategies to reduce injury occurrences. Occupational health nurses play a pivotal role in implementing best practices for an aging-friendly workplace.

Source: "The Impact of an Aging Population in the Workplace" Workplace Health & Safety (March 5, 2018)

Italy Debating Changes to Law Raising Retirement Age

According to published reports, Italy is considering scaling back the "Fornero" law which set raises in Italy's retirement age. Specifically, political parties are promising to lower the state pension age, and the Italian Senate voted to exclude workers in certain sectors from planned rises in retirement age, which reaches 67 years in 2019. "The measure would exclude 10% of employees due to retire in 2019, including 14,600 workers in 15 different sectors such as nurses, teachers and employees of the building sector."

Source: Investments & Pensions Europe "Italy considers unwinding ‘Fornero’ law’s state pension age rise" (December 4, 2017)

Research: Older Workers Supervised by Younger People May Result in Negative Emotions, Corporate Harm

A new study finds that the age gap between older workers and younger supervisors is linked to the frequency of emotions such as "anger, fear and disgust" among employees, and that more frequent negative emotions of this type are associated with lower company performance in areas such as financial results, growth, efficiency, and return on assets. The research was conducted in Germany and published as "Younger supervisors, older subordinates: An organizational-level study of age differences, emotions, and performance" in the Journal of Organizational Behavior, and was conducted by Dr Jochen Menges, University Lecturer in Organisational Behaviour at Cambridge Judge Business School, and Professor Florian Kunze, Chair of Organisational Studies at the University of Konstanz in Germany.

According to Menges, they found that age gaps "can harm company performance by negatively influencing employee emotions. If the age gap is small, employees throughout a company are less likely to experience such negative emotions."

While the researchers do not question the effectiveness of merit-based promotion, “we do have evidence for some of the repercussions that companies are likely to face when moving away from traditional age structures and abandoning seniority-based promotion systems.” Companies should therefore think carefully about how to avoid such pitfalls, including less emphasis on “career timetables” and “hierarchical thinking” so employees would respond less emotionally to age differences.

The study’s findings on emotion suppression were complex and nuanced. Whereas some previous studies found emotion suppression at the individual level to be a demanding and socially costly strategy, “we show that emotion suppression can be an effective strategy in circumstances that involve emotionally taxing social interactions.”

“This finding should not be taken to imply that organisations should promote cultures of emotional suppression,” the study says. Instead, companies should “approach the challenges of age-inverse supervisory relationships in ways that benefit both the company at the organisational level and the employees at the individual level, rather than one or the other.”

Source: University of Cambridge Judge Business SchoolNews Release (December 19, 2016)

Research Finds Lack of Employer Support for Older Employees and Problem Drinking

According to a study conducted by the International Longevity Centre-UK (ILC-UK), older adults in employment and facing retirement are being let down by employers when it comes to problem drinking. "Easing the transition: The relationship between alcohol and labour market activity in the over 50s population of the UK" sets out the specific barriers and challenges faced by over 50s with current or previous drinking problems at three stages of labour market activity: unemployment, employment and retirement.

Among other things, the report finds that it is older ages (60-69) of the professional occupational class that are most likely to be high risk drinkers. While only 6% under the age of 30 drink heavily, nearly 25% of those aged 60-69 drink heavily. In addition, the report concludes that there is a "blind spot" in support from employers and the state in preparing for retirement which falls short of emotional, health and social changes. "For those over 50s still employed stress, boredom, lack of control over work and retirement worries all contribute to drinking more."

The authors call for employers to introduce measures to assist employees over 50 who might be struggling with an alcohol problem, such as counseling and effective workplace policies that treat alcohol issues like any other health issue. In addition, the report calls for greater engagement from employers to staff pre- and post-retirement. This includes social clubs and guidance on how to avoid alcohol becoming a problem once working life is over.

Source: International Longevity Centre-UK Press Release (December 12, 2016)

Research: Older Workers Put Under Pressure by Long-term Job Insecurity

Researchers at the University of Michigan's Institute for Social Research have published the results of a study finding that employees believing for multiple decades that they will lose their jobs leads to heightened levels of fear and distress. According to "Histories of Perceived Job Insecurity and Psychological Distress among Older U.S. Adults," as published in Society and Mental Health, the findings indicate stress from perceived job insecurity was high among minorities and those without a high school degree. "In addition, older workers may experience distress due to their circumstances."

Sarah Burgard, an associate professor of sociology and research associate professor at the Institute for Social Research. Burgard, said age discrimination or an employer's perception that health problems could become more prevalent later in life could endanger this older segment's ability to keep a job. "Those who face the worst burden are those who have faced uncertainty the longest, and it is important to think about the costs of restructuring a labor force and social supports in ways that create such vulnerable workers."

Source: University of Michigan News Release (December 7, 2016)

Research: Cognitive Aging May Not Link to Declining Productivity

According to a review of recent research comparing the productivity of workers in their 20s to workers in their 30s, 40s, 50s and 60s, age appears to be unrelated to performance in most occupations. This is contrary to suggestions that cognitive aging might hinder working longer due to declining fluid intelligence. In an Issue Brief--"Cognitive Aging and Ability to Work"--by Anek Belbase and Geoffrey T. Sanzenbacher, the authors note that :

• key reasons are that declining fluid intelligence is often offset by accumulated knowledge, and reserve fluid capacity can act as a buffer against decline; and
• only a minority of workers are vulnerable: those in jobs that require very high levels of fluid intelligence, and those who experience cognitive impairment.

Furthermore, "as people age, improvements in knowledge appear to largely offset declines in fluid intelligence, and the amount of fluid capacity that most workers have through their late 60s seems to offer a sufficient buffer against any declines."

However, some groups of older workers are vulnerable to cognitive decline. Workers in jobs that require a high degree of fluid intelligence (which can include those who end up shifting careers) or who experience a cognitive impairment are likely to have trouble extending their work lives.

As policymakers consider ways to encourage working longer, they may want to pay close attention to the potential impact of any proposed changes on such workers, as well as the effects on disability and unemployment programs that could see increased demand.

Source: Center for Retirement Research at Boston College Brief IB#16-18 (November 2016)

Ireland: Age Action Calls for Abolition of Mandatory Retirement Age

Age Action has issued a briefing paper and called for the abolition in Ireland of mandatory retirement clauses in that every year force workers out of their because of their age. Justin Moran, Head of Advocacy and Communications at Age Action, said: “Mandatory retirement is simply age discrimination, forcing someone out of a job because they’ve reached some arbitrary age set by their employer."

The paper--"Mandatory Retirement: Age Action Briefing Paper No. 1"--sets out the legal and policy context for mandatory retirement clauses in Irish law and argues for their abolition. It explains that EU employment law forbids discrimination on the basis of age but a loophole allows Member States to treat workers differently if justified by a "legitimate aim." However, recent changes to the Irish pension system means that many victims of mandatory retirement clauses are not just losing their salaries, they’re losing out in State supports. As Justin Moran explained: “The Government raised the State Pension age from 65 to 66 and abolished the transition pension. This means a worker forced into retirement at the age of 65, the most common age chosen by employers, has no choice but to go on the dole for 12 months while waiting to receive their pension."

Justin Moran continued: “Courts have found that examples of a ‘legitimate aim’ can include forcing older workers onto the dole to make room for younger unemployed even though the evidence shows this does not lead to increased employment for younger people.

“Those countries with high rates of employment for older workers are also typically those with similar rates for young people.

“Government policy is to support longer working lives, to enable those who wish to work a little longer to do so, to value their contribution and their experience. But in practice, employers are permitted to get rid of older workers for no other reason than they turn 65."

Sources: Age Action Press Release (November 25, 2016); Irish Examiner "Age Action: End ‘ageist’ ban on working past 65" (November 25, 2016)

Report Calls for Workplace Innovation To Stem Early Retirements

Following a three year study--led by Nottingham Trent University with Workplace Innovation Limited (see WORKKAGE website)--aimed at preventing the loss of vital knowledge, skills and experience of increasingly aging workforces, an interim report recommends that measures be taken by employers to ensure older workers don’t become demotivated and head into early retirement. Specifically, in "Active working lives through workplace innovation practices" "WORKAGE aims to demonstrate that targeted workplace interventions to improve job design and work organization can facilitate enhanced engagement and retention of older workers and produce wider benefits for the organization and its employees."

Among other things, the report calls for innovate workplace practices:

• The interplay between workplace practices and participative process is central for workplace innovation and its dual aim of promoting productivity and quality of working life;
• WORKAGE developed interventions around four elements of innovative practices: jobs and teams; organizational structures, management and procedures; employee-driven improvement and innovation; and co-created leadership and employee voice;
• the report's conceptual framework is that experienced quality of job and workplace practices will increase three critical states (work engagement, workability, and occupational outlook), which will, in turn, influence intentions to retire.
• Especially important for improved work engagement and in turn retirement intentions are: (1) practices that are supportive of co-created leadership and employee voice, (2) practices that are supportive of quality jobs and teams, (3) higher job control, and (4) reduced physical job demands.

Source: Nottingham Trent University Press Release (November 28, 2016)

Hong Kong: Proposals Made to Scrap Public and Private Retirement Ages

According to a post in Time Out (Hong Kong), the Chinese University of Hong Kong’s Institute of Ageing says the government and firms should scrap their retirement age for employees. According to the reporter, Rachel Lau:

Professor Chan Kar-choi, a lecturer at CUHK’s department of social work, who specialises in gerontology, tells us: “In terms of the society at large, I think Hong Kong’s productive force is dwindling because of this population change. In order to maintain enough people to engage in the labour force, it makes sense to expand the retirement age.”

Lau writes that although Hong Kong has no compulsory retirement age, the government recently increased the retirement age of new civil servants from 60 to 65, and that, in the private sector, the retirement age remains around 60.

Dr Mak Kin-wah, chairman of the Hong Kong Society for the Aged (Sage), agrees with this perspective and says that an ageing population working past the typical retirement age could be a triple win. “It’s a win for the employer, a win for the community and a win for the individual person. The elderly are probably more patient. They’re more experienced and more educated, so they’re actually good employees. In Hong Kong, especially, where our economy is not really based on hard labour and is instead based on knowledge, this group of people can certainly contribute and pass their experiences on to the next generation of workers.”

Source: Time Out "Put out to pasture: Should Hong Kong scrap its retirement age?" (November 23, 2016)

New Zealand: Businesses Not Geared Up For Older Workers

New Zealand's Retirement Commissioner has issued a report finding that while the number of New Zealanders working past 65 is on the rise, most businesses are not geared up for them. According to the study--"Ageing workforce business survey, May 2016"--carried out as part of the Commissioner’s review of retirement income policies, 83% of the 500 companies questioned have no policies or strategies in place for workers aged over 50. Furthermore, "it doesn’t matter what sort of work they do: the results for those engaged in manual work, such as farming and forestry, were no different to those in manufacturing or the service sector."

Among other things, the survey found that:

• 69% of the businesses agree that there’s a shortage of highly experienced workers in their industry;
• 70% are concerned about losing skills and experience when older workers retire; and
• 77% of companies do not carry out any active retirement planning to help their employees transition from full-time work.

Source: Commission for Financial Capability "Businesses ignore NZ's ageing workforce" (June 21, 2016)

Pew Research Finds More Older Americans Working Longer, and More

In an analysis of BLS data, the Pew Research Center has found that more Americans aged 65 and older are working than at any time since the turn of the century, and that they are spending more time on the job than did their peers in previous years. Thus, in May 2016, 18.8% of older Americans--nearly 9 million people--reported being employed full- or part-time, compared to May 2000, when just 12.8% of 65-and-older Americans--about 4 million people--said they were working.

With respect to the amount of time spent working, Pew Research Center reports that the percent of older Americans working part-time (fewer than 35 hours a week) fell from 46.1% in May 2000 to 36.1% in May 2016.

The share of both older men and older women who are working has grown over time, but working during what are commonly thought of as retirement years remains a largely male phenomenon: Although less than 45% of the total 65-and-older population are men, they represent more than 55% of older workers. Older Asians (20.2%) and whites (19%) are somewhat more likely to be working than older blacks (16.7%).

Source: Pew Research Center Fact Tank (June 20, 2016)

Slovenia Proposes to Raise Retirement Age to 67

According to an article by Marja Novak, Slovenia’s labor ministry proposed raising the retirement age to 67 from 59, in line with a suggestion from the International Monetary Fund. However, this was qualified later;

Prime Minister Miro Cerar told reporters later on Wednesday that government had not yet decided when it will prepare a new pension law and pointed out that a previous pension reform, enforced at the start of 2013, was still ongoing.

In line with the 2013 pension reform the retirement age will be gradually raised to 65 by 2019.

Source: Reuters "Slovenian ministry proposes retirement age increase to 67 from 59" (April 13, 2016)

Older Women Reshaping U.S. Job Market: Wall St. Journal

Writing in the Wall St. Journal, Nick Timiraos, follows up on the changing demographics of the U.S. workforce: "Since the start of the most recent recession in December 2007, the share of older working women has grown while the percentage of every other category of U.S. worker—by gender and age—has declined or is flat." In addition to providing some human interest angles, the article also points out:

The U.S. unemployment rate fell below 5% last month, a level not seen since early 2008. That drop, which happened faster than many economists had expected, should trigger employers to offer higher wages as they chase fewer potential hires. But the textbook case is muddled by the shifting demographics of the U.S. workforce.

Older men and women are leaving the workforce more slowly than in the past, suggesting a greater potential labor supply—and more slack—than an unemployment rate below 5% would typically imply. Such economic slack must be cinched—by finding jobs for discouraged younger workers, for example—before wages can rise more broadly.

Source: Wall St. Journal "How Older Women Are Reshaping U.S. Job Market" (February 23, 2016)

Research: Article Explores Older Workers in South Korea, South Korean Employment Policies

An article by You Yonglim and Sohn Sunju in the Indian Journal of Science & Technology looks at older workers in South Korea through their life stories and experiences in order to interpret how employed older people understand South Korea’s policies and programs for employing older people. Using this method, "Understanding Employment Policies for Older Workers in South Korea (A Biographical Narrative Research)" presents "the policy and practice context of the employment of older people...to help readers understand in greater depth their life stories and experiences and to construct their perspectives on employment policies and practices for older people in the social, political, economic, historical and cultural context of South Korea."

The authors state that "society should develop not only suitable conditions for older people to work in, but also ways of giving older people the chance to improve their capacity to compete in the labor market in order to increase the employment rate of older workers." They also recommend that further research should listen to the stories of unemployed older people about age discrimination in the labor market.

Source: Indian Journal of Science & Technology Abstract Volume 8, Issue 18 (August 2015)

Study Finds Most Employers Making Changes To Retain Older Workers

A study from LIMRA Secure Retirement Institute has found that 92% of employers are taking specific action to help older workers stay on the job, with two-thirds offering flexible hours, and 42% offering flexibility on where employees work such as, working from home or other locations. Other adjustments include job training/re-skilling and job sharing.

According to LIMRA, a more mature workforce is good for business. Eight in 10 employers said their organizations lose experience, institutional knowledge and leadership when an older worker leaves. In addition, LIMRA reports that anticipated shifts in the labor force affect a company’s benefit plan design. Among the challenges cited by employers were increased healthcare benefits costs, with half saying they plan to absorb the costs into the business, while 40% will pass on cost increases to employees.

Source: LIMRA Secure Retirement Institute "Nine in 10 employers taking steps to keep older workers on the job" (August 11, 2015)

Research Project Issues State-by-State Scorecards on Economic Readiness for Retirement

The National Institute on Retirement Security (NIRS) has published an analysis which indicates that Americans in nearly every state will fall far short in meeting their economic needs in retirement. According to "The State Financial Security Scorecards" research project—which gauges the retirement readiness of future retirees in each of the 50 states and the District of Columbia in three key areas: anticipated retirement income; major retirement costs like housing and healthcare; and labor market conditions for older workers—even the highest-ranking states due to their relatively strong labor markets and lower retiree costs, hare weak in terms of potential retirement income for retirees.

According to Diane Oakley, NIRS executive director:

The retirement savings shortfall has become increasingly important at the state level because policymakers know it can have a deep impact on strained state budgets. The largest source of retirement income for most Americans is Social Security, but this critical federal program typically provides only a part of the income working families need to be self-sufficient. State programs must fill the gap and help Americans meet their most basic needs for food, shelter and medicine. The good news is that some states like California and Illinois already have enacted legislation to reduce future retiree poverty by encouraging workers to save today.

In addition to publishing the 51 scorecards, NIRS held a webinar to review the project's findings, hearing from Oakley, as well as Kathleen Kennedy Townsend, Task Force on Retirement Security for All Marylanders chair and former Maryland lieutenant governor, and Hank Kim, National Conference on Public Employee Retirement Systems executive director.

Source: National Institute on Retirement Security Press Release (July 30, 2015)

Additional sources: ThinkAdvisor "12 Weakest States for Retirement Security: NIRS" (August 11, 2015)

Hong Kong: Flexibility Seen as Key to Retention of Older Workers

According to a survey conducted by Regus, 86% of respondents in Hong Kong see flexible working a critical factor in keeping older, experienced workers in the economy, as compared to 84% worldwide. Regus reports that, according to population projections by the Hong Kong SAR Government Census and Statistics Department, one in five Hong Kong people will be aged 65 or above by 2023. In addition, it notes that, in 2014, the Hong Kong SAR government extended the retirement age of newly hired civil servants from 60 to 65 to tackle the problem of an aging population and a shrinking workforce.

The key findings of the research show that:

• 81% of respondents globally, 88% in Hong Kong, 94% in Taiwan and 92% in Mainland China think that governments should increase employees’ awareness of their right to work flexibly;
• 86% of respondents globally, 87% in Hong Kong, 91% in Taiwan and 94% in Mainland China believe that governments should be promoting flexible working by offering firms tax incentives that encourage it;
• 88% of respondents globally, 92% in Hong Kong and Taiwan as well as 94% in Mainland China confirm that flexible working is key to keeping those who care for a relative in employment so that they can better juggle the demands of their family and their professional life.

Source: Regus Press Release (June 27, 2015)

Australia: Survey of Older Workers Finds Workers Optimistic about Staying in the Workforce

According to a report issued by the Financial Services Council and Commonwealth Bank, 71% of older workers across Australia are optimistic about staying in the workforce, and 72% are willing to stay in the workforce for longer. The 2015 Older Workers Report also found that for 61% of the older workers, financial security is the major reason to keep working, followed by reasons such as personal enjoyment, a sense of accomplishment, and freedom and independence. In addition, the report found:

• Older workers would like to work for an average of six years longer
• One in three 60-64 year olds expect to work for another 5 years but only 10% for another ten
  years
• 41% of respondents expect to be paid exactly the same as any equivalent employee
• 69% of older workers have not applied for a job since turning 50
• Job satisfaction remains a key driver for 52% of those who have not applied for a new job
• 17% of older workers have been made redundant since turning 50
• Females are more likely than males to not apply for a job once made redundant
• 61% of older workers have been offered training/ up skilling services at the workplace and
  taken them up
• 55% have a preference for working part time for their remaining working life
• 65% are satisfied they have sufficient funds to put aside for retirement

Source: Financial Services Council Press Release (July 27, 2015)

Organizaions Establish New Resource for Older Adults To Prepare for, Find, and Apply for Jobs

The National Council on Aging (NCOA) and RetirementJobs.com have announced the join creation of EconomicCheckUp.org to "provide a unique, single resource for older adults to prepare for, find, and apply for jobs." Specifically, the new website will provide an employment path that includes:

1. Skills Assessment—Often older workers don’t fully understand their skill assets. The Quick Job Match online tool helps them identify their strengths and identify transferable skills.
   
2. Online Training—To land the right job, workers need the right skills. The site’s Career Development System provides more than 30 online courses. Classes are free and can be an important addition to a resume.
   
3. Help Finding a Job—It takes a great resume and good interview skills to make the right impression. The site offers helpful tips, and RetirementJobs.com can help visitors find just the right mature worker friendly employer to impress.

Source: National Council on Aging Press Release (July 28, 2015)

OAS Approves Convention Protecting Rights of Older Persons

The member states of the Organization of American States (OAS) has approved a convention to promote, protect and ensure the recognition and the full enjoyment and exercise, on an equal basis, of all human rights and fundamental freedoms of older persons, in order to contribute to their full inclusion, integration and participation in society. According to the Inter-American Convention on Protecting the Human Rights of Older Persons, which was immediately signed by the governments of Argentina, Brazil, Chile, Costa Rica and Uruguay, an older person is a:

person aged 60 or older, except where legislation has determined a minimum age that is lesser or greater, provided that it is not over 65 years. This concept includes, among others, elderly persons.

In addition to banning discrimination against older persons, the Convention provides for a "right to work," which signatories are obligated to protect through enabling legislation:

Article 18
Right to work

Older persons have the right to dignified and decent work and to equal opportunity and treatment on the same terms as other workers, whatever their age.

States Parties shall adopt measures to prevent labor discrimination against older persons. It is prohibited to make any kind of distinction that is not based on the specific requirements of the job, in accordance with domestic laws and local conditions.

The same guarantees, benefits, labor and union rights, and pay should apply to all workers in the same employment or occupation and for similar tasks and responsibilities.

States Parties shall adopt legislative, administrative, and other measures to promote formal work for older persons and to regulate the various forms of self-employment and domestic work, with a view to preventing abuse and ensuring them adequate social coverage and recognition for unremunerated work.

States Parties shall promote programs and measures that will facilitate a gradual transition into retirement, for which they may rely on the participation of organizations representing employers and workers, as well as of other interested agencies.

States Parties shall promote labor policies that take account of the needs and characteristics of older persons, with the aim of fostering workplaces that are suitable in terms of working conditions, environment, work hours, and organization of tasks.

States Parties shall encourage the design of training and knowledge-certification programs in order to promote access for older persons to more-inclusive labor markets.

Source: Organization of American States Press Release (June 15, 2015)

Additional sources: Patricia Barnes Blog Post: American Convention on Protecting the Human Rights of Older Persons (August 1, 2015)