Podcasts about aging workforce

In Part 2 of his conversation, Tokyo-based American Gary Bremermann moves beyond his own story to share the frameworks and realities that shape career reinvention today. From his Seven Steps to Career Clarity to his candid views on Japan's ageist hiring market, Gary offers a Gen X blueprint for change: slow, thoughtful, grounded in values, and fiercely human. For anyone tired of chasing titles and ready to build a career worth living on their own terms, this episode delivers both the hard truths and the hope.>>Coaching the Opportunity Seekers“Mid-career professionals weren't asking what they wanted—they were asking what was available.”Gary explains why so many talented people get trapped following default paths—and how coaching helps them reconnect with what they actually want.>>Your Story Is the Starting Point“Your past holds the clues to your future—you just have to read it differently.”He breaks down why career clarity begins with mining your real life for patterns, strengths, and missed signals.>>Values Before Vision“Forget the mission statement—start with your values.”Gary shares why starting with personal values, not corporate buzzwords, is the foundation for sustainable career growth.>>Practical Dreaming“One dream job without limits. One dream job grounded in reality.”He explains how a two-track dream job exercise helps people balance ambition with achievable moves.>>Japan's Aging Workforce and Recruiting Reality“The labor pool is shrinking, but the hiring practices haven't caught up.”Gary shares firsthand insights on ageism, cultural resistance to change, and why Japan remains one of the hardest recruiting markets in the world._____________________Connect with us:Host: Vince Chan | Guest: Gary Bremermann  --Chief Change Officer--Change Ambitiously. Outgrow Yourself.Open a World of Expansive Human Intelligencefor Transformation Gurus, Black Sheep,Unsung Visionaries & Bold Hearts.EdTech Leadership Awards 2025 Finalist.15 Million+ All-Time Downloads.80+ Countries Reached Daily.Global Top 3% Podcast.Top 10 US Business.Top 1 US Careers.>>>150,000+ are outgrowing. Act Today.

The workforce is aging, but many leaders are still acting as if nothing has changed. On this episode of Leadership NOW with Dan Pontefract, CEO and author Avivah Wittenberg-Cox, a global expert on gender, generational shifts, and longevity, unpacks what organizations must do to stay ahead. She explains why age diversity is a leadership blind spot, how demographic shifts are reshaping talent strategies, and what wise leaders are doing to future-proof their organizations. Avivah challenges outdated assumptions about work, career longevity, and leadership. She explores the opportunities that come with longer, multi-stage careers—and why companies that fail to adapt will struggle to compete. More about Avivah Wittenberg-Cox: https://www.avivahwittenbergcox.com/ More about Dan Pontefract: https://www.danpontefract.com/

Oregon's workforce is getting older, as more and more Oregonians continue to work into their later years of life. But many older workers run up against age discrimination. Age discrimination in the workplace is prevalent in Oregon and nationally, according to research by AARP. In this episode of Policy for the People, we explore the issue of age discrimination in the workplace. Our guest is Andrea Meyer, Director of Government Relations at AARP Oregon. We discuss how pervasive the problem of age discrimination in the workplace is, its consequences, and what Oregon can do to address the problem.

Five Good Things with Janae Sharp and Megan Antonelli: A rapid-fire segment highlighting positive developments in digital health. Janae and Megan share insights on recent innovations, successful implementations, and emerging trends that are driving progress in healthcare technology.Learn about cutting-edge solutions improving patient outcomesDiscover how technology is enhancing healthcare accessibilityGain insight into successful digital health implementationsStay informed about positive industry trends shaping the future of careMegan Antonelli, Chief Executive Officer, HealthIMPACTJanae Sharp, Founder, The Sharp Index 

Check our Best Books for Retirement ________________________ Have you considered phased retirement? Most working people dream about that day when they'll ride off into the sunset and into retirement. But a full stop retirement isn't for everyone. It can make the transition to retirement quite challenging. Many people are choosing insread to glide into retirement. Phased retirement is trending as a way to gradually retire, on your own terms. It's essential a flexible work arrangement. Our guest today is Jennifer Barnes, a CEO, who shares her experiences with phased retirement in her company. Jennifer Barnes joins us from San Diego. ________________________ Bio Jennifer Barnes, CEO of Optima Office, graduated with a Finance and Marketing degree from the University of Arizona, earned an MBA from San Diego State University, and completed the Becker CPA coursework. She spent 15 years as a Controller for numerous companies and non-profits throughout San Diego before starting her first company in 2012, which was the 5th fastest-growing company in San Diego in 2016 and made the Inc 5000 in 2017 and 2018. Jennifer has won numerous awards as the CEO of the two companies she founded. Her favorite is the best place to work because having high retention and happy staff is what drives her. Both of her companies have made it into the Inc 5000 and SDBJ's fastest-growing companies list. Between 2021-2023, Jennifer was named Woman of the Year by SDBJ, received the top corporate citizen award, made it in SD's top 500 most influential leaders, and the top 50 Women of Influence in Accounting and Finance for two years in a row. She was also recognized as a finalist for the Entrepreneur of The Year 2024 Pacific Southwest program. Jennifer has sat on many boards in her career and currently sits on the board of The Better Business Bureau, NuFund Venture Group (formerly Tech Coast Angels), Junior Achievement, and a publicly traded company, Presidio Property Trust (SQFT). She volunteers her time at SDSU and the REC at Miramar College by participating in mentor programs and as a judge in various student competitions. She is currently a member of Rotary 33, Vistage International, Entrepreneurs Organization (EO), Young Executives Council, and Social Venture Partners. ______________________ For More on Jennifer Barnes Company Website Fortune Article: I'm a CEO and 12 of my employees are in ‘flextirement.' With boomers opting not to retire, the arrangement will become more common _______________________ Podcast Episodes You May Like  Is Your Company Ready for the Aging Workforce? – Paul Rupert Unretired – Mark S. Walton _______________________ Mentioned in This Episode Poem - The Summer Day by Mary Oliver _______________________ Wise Quotes  On Why Phased Retirement Works  "What's interesting, Joe, is that at Optima, we've always had a flexible work environment and we didn't really think about it as flex retirement because we've always allowed employees to work whatever hours made sense for them. But as we looked at our workforce, we realized that many of our employees are over 50, some over 60 and some are even 70 and over. And what we find with these employees is they have a wealth of knowledge. They are so experienced, they've worked in so many different industries, and they can really add a ton of value to our clients. And so if we can capture these people's attention and get them to work with us on hours that make sense for them, whether it's 16 hours a week or 30 hours a week or somewhere in between, it is incredibly efficient. It is such a huge value add to our clients. The employees themselves really get a chance to work for different companies and not fully retire but still be engaged and many of them say, keeps them young." On Leading a Team with Flexible Retirement "When we're on, we're on. And so when you're billing clients and you're working on an hourly basis to help peop...

Listen to the org.manager podcast to hear John Kranz, VP of Customer Success at Ingentis, discuss best practices for streamlining organizational structure charts, HR management systems and data visualization processes. Learn how your Public Sector agency can deliver visual workforce data with ready-to-run extensions.

The latest CSO figures reveal Ireland's workforce is experiencing an aging trend. Dr.Barra Roantree, Director of MSC in economic policy at Trinity College Dublin discusses these findings.

The latest CSO figures reveal Ireland's workforce is experiencing an aging trend. Dr.Barra Roantree, Director of MSC in economic policy at Trinity College Dublin discusses these findings.

The American Democracy Minute Radio Report & Podcast for April 11, 2024National Study of Elections Officials Confirms Turnover from Harassment, But Also Finds An Aging Workforce and Increasing Workloads are FactorsDisinformation spread about the 2020 election by candidates & partisan groups mobilized extremists to harass or threaten election officials. Many of those officials resigned.  But a large national study also found other reasons for large-scale turnover, and some hope for the 2024 election.(Variations occur with audio due to editing for time. Today's Links below the script)To view the whole script of today's report, please go to our website.Today's LinksArticles & Resources:Bipartisan Policy Center - Election Official Turnover Rates from 2000-2024American Democracy Minute - Rules, and ‘Election Integrity' Vigilantes Led to an Election Official Brain-DrainPew Research Center - Older people account for large shares of poll workers and voters in U.S. general electionsBrennan Center for Justice - Election Officials Under AttackU.S. Election Assistance Commission - Be a Poll Worker!Power the Polls - HELP STAFF YOUR LOCAL POLLING PLACEGroups Taking Action:Issue One, Election Official Legal Defense Network, Power the Polls, Center for American ProgressPlease follow us on Facebook and Twitter and SHARE!  Find all of our reports at AmericanDemocracyMinute.orgWant ADM sent to your email?  Sign up here!Are you a radio station?  Find our broadcast files at Pacifica Radio Network's Audioport and PRX#Democracy  #DemocracyNews #ProtectElections #ProtectPollWorkers #BeaPollWorker

Would it surprise you to learn that the fastest-growing segment of today's workforce is not Millenials or Gen. Z - it's Boomers? According to Gallop, that demographic is growing at 10,000 people per day. Stop letting your most experienced employees walk out the door, or worse, getting hired by your competition. Why not encourage them to stay, if only in a part-time capacity, instead of ushering them out the door? Adults can learn new things given the correct set of circumstances and in an environment conducive to learning. Listen to my podcast and learn Knowles's Five Adult Learning Principles to create a positive learning environment. --- Send in a voice message: https://podcasters.spotify.com/pod/show/reformedcontrolfreak/message

On the latest episode of Risk Management: Brick by Brick, Jason Reichl is joined by our first return guest, Allister Yu, the Senior Vice President of Operations at Rhoads Online Institute, a technology transformation company providing automated compliance systems and services for the insurance industry.

In this episode, Craig Tomcyzk expresses concerns about the significant customer drop-off dealerships face after warranties expire. Jeff, drawing from his tenure at Nissan, echoes personal anecdotes about billing for unnecessary services and the difficulty in diagnosing modern car issues. With a focus on industry dynamics, such as the impact of aging workers and evolving skill sets, this episode offers a candid look into the challenges and changes experienced by those deep in the trenches of vehicle repair and service. 00:00 Online interactions have changed and allowed storytelling.08:21 Diesel prices in Canada have increased significantly.14:26 Dealers overhaul, lose customers, and waste money.20:38 Experienced technician learns new skills with the tool.26:37 Worked without a license, then passed quickly.29:19 Struggled with interior work, found passion elsewhere.38:22 Spending on car upgrades may lack value.41:53 Former apprentice recommended Nissan for transmission work.47:56 Frustration with dealers' focus on sales.53:03 Car performance concerns and customer satisfaction issues.01:00:17 ASE fees are not well invested in education.01:03:20 Businesses not hiring smart but inexperienced students.01:08:53 Ambulance damaged while carrying patient, criticized the action.01:15:18 Some excel, others lack hustle and effort.01:19:54 Remote truck monitoring at the mine is multifaceted.01:22:41 Specializing in electrical work drives car business.01:28:59 Fixing Mercedes requires more training and skill.01:35:12 People join groups but don't engage fully.01:44:30 Encourage hard work to achieve success with appreciation.01:45:19 Please like, comment, share, and subscribe. Gratitude. Thanks to our sponsor Promotive! Find your dream job today: gopromotive.com/jeff 

Nearly one-third of the manufacturing workforce is over 55. — Michele VincentIn this episode of Labor Relations Radio, Michele Vincent, the host of The U.S. Manufacturing Workforce Podcast shares some of the alarming research she has gathered on the changing demographics of our workforce. * Listen to Michele's episode “What's to come, 2024 Predictions” on Apple* Listen to Michele's episode “What's to come, 2024 Predictions” on SpotifyTo obtain the information Michelle shared, go here.* Labor Relations Radio, Ep. 59—MADI Corp's Michele Vincent on Preparing for StrikesFor all prior episodes of Labor Relations Radio, go here.LaborUnionNews.com and Labor Relations Radio are subscriber-supported. To receive new posts and support our work, become a paid subscriber. Get full access to LaborUnionNews.com's News Digest at laborunionnews.substack.com/subscribe

Nearly one-third of the manufacturing workforce is over 55. — Michele VincentIn this episode of Labor Relations Radio, Michele Vincent, the host of The U.S. Manufacturing Workforce Podcast shares some of the alarming research she has gathered on the changing demographics of our workforce. Listen to Michele's episode “What's to come, 2024 Predictions” on AppleListen to Michele's episode “What's to come, 2024 Predictions” on SpotifyTo obtain the information Michelle shared, go here.Labor Relations Radio, Ep. 59—MADI Corp's Michele Vincent on Preparing for StrikesFor all prior episodes of Labor Relations Radio, go here.__________________________LaborUnionNews.com's Labor Relations Radio is a subscriber-supported publication. To receive new posts and support our work, consider becoming a subscriber here.

THIS EPISODE ORIGINALLY AIRED We all age so what happens when you reach a certain age in the workforce? You need to know your rights, so that's why employment lawyer, Jon Pinkus, is here to tell you all about them. We dig through that and more alongside host, John Scholes, on today's episode of the Employment Law Show. For information anytime, call 1-855-821-5900 or go to pocketemploymentlawyer.ca

We all age so what happens when you reach a certain age in the workforce? You need to know your rights, so that's why employment lawyer, Jon Pinkus, is here to tell you all about them. We dig through that and more alongside host, John Scholes, on today's episode of the Employment Law Show. For information anytime, call 1-855-821-5900 or go to pocketemploymentlawyer.ca

Injury Prevention, Treatment & The Aging Workforce

An aging workforce is the reality for many industries and businesses in today's world. Dr. Matthew Lee Smith, PhD, MPH, CHES, and Associate Professor at the Texas A&M School of Public Health, joins the podcast to share his research and insight into understanding and empowering this demographic, as well as to discuss the benefits older workers can bring to their company and their fellow team members.

The IRS is preparing to hire tens of thousands of new employees by the end of fiscal 2024, with many of those new hires going to improve taxpayer experience and beef up enforcement. The IRS outlined its hiring and workforce goals as part of the Strategic Operating Plan it released Thursday.More broadly, the plan describes how the IRS will spend nearly $80 billion in the Inflation Reduction Act, which is meant for the agency to rebuild its workforce and modernize its legacy IT over the next decade. Learn more about your ad choices. Visit podcastchoices.com/adchoicesSee Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

The IRS is preparing to hire tens of thousands of new employees by the end of fiscal 2024, with many of those new hires going to improve taxpayer experience and beef up enforcement. The IRS outlined its hiring and workforce goals as part of the Strategic Operating Plan it released Thursday. More broadly, the plan describes how the IRS will spend nearly $80 billion in the Inflation Reduction Act, which is meant for the agency to rebuild its workforce and modernize its legacy IT over the next decade. Learn more about your ad choices. Visit megaphone.fm/adchoices

This episode originally aired on March 18th, 2023. On today's episode, hosts Jon Pinkus and John Scholes cover the topic of aging populations in the workforce and how to navigate potential problems that are specific to this group. Plus, employment law true and false, and listener emails and phone calls answered! For information anytime, call 1-855-821-5900 or go to pocketemploymentlawyer.ca

On today's episode, hosts Jon Pinkus and John Scholes cover the topic of aging populations in the workforce and how to navigate potential problems that are specific to this group. Plus, employment law true and false, and listener emails and phone calls answered! For information anytime, call 1-855-821-5900 or go to pocketemploymentlawyer.ca

GUEST: Michelle Eaton, Vice President of Public Affairs with the Ontario Chamber of Commerce

Rachel Notley, Alberta NDP Leader; Jonathan Wilkinson, Natural Resources Minister; Seamus O'Regan, Labour Minister; Bonnie Lysyk, Ontario Auditor General; Richard Madan, CTV News; Tonda MacCharles, the Toronto Star; Zi-Ann Lum, Politico; Nik Nanos, Nanos Research; and ; Perrin Beatty, Canadian Chamber of Commerce.

Welcome to Humans of HR.  We're a podcast and a social movement focused on the everyday challenges people experience at work. Powered by the team at Leapgen. In this episode we talk with Nick Freedman, an accomplished leadership coach who is now focused on teaching people how to successfully transition from the end of their career into a great retirement, with renewed purpose, as well as finding and recruiting a successor before departing.  Nick and i had a fascinating and salient conversation about what he calls Retirement 2.0 and how individuals should take a proactive approach to managing their own game plan for retirement that isn't just focused on their finances, and how organisations can elevate their EVP and manage succession risk by focusing on the important cohort who are transitioning to retirement. Here's the link for the Spiral Dynamics book that Nick mentions in the episode. https://www.booktopia.com.au/spiral-dynamics-prof-don-edward-beck/book/9781405133562.html?And if you want to learn more about Nick's work and how to access his programs, here's how to find him.https://www.retireonpurpose.co/hr-partner Email - connect@nickfreedman.com.au We'd love to get your feedback, topic suggestions and please refer us to other awesome humans that you know who would love to listen. Don't forget to hit the Subscribe button and provide a rating for our podcast in your favourite player.  Check out the website - Humans of HR - and, of course, post your feedback, comments and topics of interest to the social channels below.You can find us on Instagram @humans_of_hr and on Twitter - @HumansOfHRPod @DaveGazz 

Episode #86. This episode discusses the impact of ageism in marketing - both externally for our customers and consumers, but also internally in the workplace.  Ageism is categorising or stereotyping people based on their age that has a negative outcome – either misrepresentation or not being represented at all. In a study*, 88% of over-55s said they feel unhappy about the way advertising treats them – not only is this a missed commercial opportunity but we have a responsibility to shift perceptions for a more respectful and inclusive society as a whole.  Abby's guest is Nicky Bullard, Group Chief Creative Officer for MullenLowe Group UK and a creative powerhouse for the advertising industry. Nicky was named as one of Ad Age's Leading Women of Europe, had featured in the Financial Times HERoes List 3 times, was recently featured in Campaign's Top 20 Creatives and was just named Campaign's Agency Leader of The Year for Customer Engagement.  In this episode, Nicky shares why she is so passionate about challenging the representation of over 50s, missed commercial opportunities and the impact of stock imagery and casting for stereotypes. Plus Nicky's career highs and lows.  *The Invisible Powerhouse report mentioned in this episode can be download here: https://www.mullenlowegroupuk.com/report/the-invisible-powerhouse-report  Host: Abigail (Abby) Dixon FCIM/ICF | LinkedIn Guest: Nicky Bullard | LinkedIn This podcast is sponsored by Labyrinth Marketing  www.labyrinthmarketing.co.uk    The Whole Marketer podcast is here to support and empower the people behind brands and businesses with the latest technical tools, soft and leadership skills and personal understanding for a fulfilling marketing career and life as a whole. For more info go to www.thewholemarketer.com   

Sociologist Beth Truesdale looked at the future of retirement and whether working longer provides better financial security for workers.  She was interviewed by Wellesley College economics professor Courtney Coile. Learn more about your ad choices. Visit megaphone.fm/adchoices

Today - we're talking with Colorado Sun business reporter Tamara Chuang about the aging workforce in Colorado. See omnystudio.com/listener for privacy information.

In Episode 27, the S+H editorial team discusses lightning safety for workers as the summer months approach. The team is also joined by NIOSH social scientist Gigi Petery, co-director of the agency's National Center for Productive Aging and Work, to discuss how aging workers can enjoy success on the job. Read episode notes, sign up to be notified by email when each new episode has been published, and find other ways to subscribe. https://safetyandhealthmagazine.com/articles/22546-on-the-safe-side-podcast-episode-27-lightning-safety-aging-workforce

In Episode 27, the S+H editorial team discusses lightning safety for workers as the summer months approach. The team is also joined by NIOSH social scientist Gigi Petery, co-director of the agency's National Center for Productive Aging and Work, to discuss how aging workers can enjoy success on the job. Read episode notes, sign up to be notified by email when each new episode has been published, and find other ways to subscribe. https://safetyandhealthmagazine.com/articles/22546-on-the-safe-side-podcast-episode-27-lightning-safety-aging-workforce

In celebration of Older Americans Month, Common Sense Digest explores the topic of Colorado's aging workforce and the impact it will have on our state's future. Older Americans Month is an annual event dating back to 1963, when President John F. Kennedy designated May as Senior Citizens Month, later renamed Older Americans Month, honoring older Americans, and celebrating their contributions to our communities and our nation. If you'd like to learn more about Older Americans Month, visit Administration for Community Living. Pertinent to this discussion is the recent CSI report: Colorado's Future: The Impact of an Aging Workforce. Chairman and Host Earl Wright welcomes the report's co-authors, Karen Brown, CEO and Ambassador of iAging and Aging2.0 Denver Chapter and Alexa Eastburg, Research Analyst with Common Sense Institute. They discuss their remarkable findings about the current labor shortage, the projected increase in older workers, what the government, corporations and individuals can do about it, and attempt to project a path for the future. It's an episode that impacts business in every single sector, so these insights are germane across industries. Thank you for listening to Common Sense Digest. Please rate, review, and subscribe on your favorite podcatcher. All of our podcasts can be found here. Karen Brown CEO and Ambassador of iAging and Aging2.0 Denver Chapter, a catalyst for Gerontechnology and "Think Different" Aging Solutions. An advocate for the aging population with a mission to seek out, promote and assist in the development and funding of innovations and technologies that improve the lives of seniors, their caregivers, families, and society as a whole.  Alexa Eastburg is a Research Analyst with Common Sense Institute. She graduated from Coe College in May of 2021 with a B.A. in Economics, Managerial Accounting, and Business Administration. She is a Research Analyst at Common Sense Institute. Her experience covers analyzing workforce, crime, and education issues in the state of Colorado.

Concerns are being raised about the implications of less experienced workforces worldwide.70 per cent of those who left work in the US during the pandemic were older than 55.In the UK the employment rate of over 50's has fallen dramatically.In contrast, New Zealand still has an aging workforce and there are those who feel we could be using this to our advantage.Sarah White, from Tribe Recruitment joined Newstalk ZB.LISTEN ABOVESee omnystudio.com/listener for privacy information.

Concerns are being raised about the implications of less experienced workforces worldwide.70 per cent of those who left work in the US during the pandemic were older than 55.In the UK the employment rate of over 50's has fallen dramatically.In contrast, New Zealand still has an aging workforce and there are those who feel we could be using this to our advantage.Sarah White, from Tribe Recruitment joined Newstalk ZB.LISTEN ABOVESee omnystudio.com/listener for privacy information.

Dr. Gwen Fisher is a researcher in CSU's Occupational Health Psychology Lab, which studies issues of worker health and well-being and characteristics of the work environment that impact individuals and organizations. This conversation is all about the future of work: trends, gaps, and hot topics surrounding the older adult workforce.

The U.S. workforce is likely to shrink in the coming decade, according to the Bureau of Labor Statistics, as more people get to retirement age and less people have children. That aging population could also lengthen the time of labor shortages. We spoke to Alfred Marcus of the University of Minnesota about it. Democrats are adding a provision on prescription drugs to the Biden social spending plan. We also look into how bus drivers, who have been indispensable during the pandemic in many parts of the country, are asking for better wages and working conditions.

The U.S. workforce is likely to shrink in the coming decade, according to the Bureau of Labor Statistics, as more people get to retirement age and less people have children. That aging population could also lengthen the time of labor shortages. We spoke to Alfred Marcus of the University of Minnesota about it. Democrats are adding a provision on prescription drugs to the Biden social spending plan. We also look into how bus drivers, who have been indispensable during the pandemic in many parts of the country, are asking for better wages and working conditions.

In honor of National Truck Driver Appreciation week, Sept 12-18, we wanted to provide context around an industry that is vital to our lives. But it's been estimated that over the next 10 years, the trucking industry will need to hire roughly 1.1 million new drivers, or an average of nearly 110,000 per year according to a report published in July of 2019 by the ATA (American Trucking Association). In this episode, Jill Clifford, President at FreightPlus, joins the show to talk about impact the aging workforce has on capacity and what is being done about it. In this conversation Jill provides context around: The scope of the impact Factors that contribute to the problem Potential programs to re-energize the sector Links From Episode: Jill Clifford LinkedIn

Older workers tend to have more serious, but less frequent workplace injuries. This podcast will cover what employers can do to address this issue.

What second career ideas are you considering? The best second career jobs aren't often posted on job sites - you create them. One approach is to build a portfolio career, consisting of several activities that leverage your skills, experience, and interests. Our guest, Kate Schaefers, shares her story of how she created a portfolio career - and her observations on how Baby Boomers and organizations are evolving. I discuss with Kate: What led her to build a portfolio career. How the Advanced Careers Initiative at the University of Minnesota was created – and how it works. What attracts people to the program. The benefits, and perhaps challenges, of multigenerational groups. Her perspective on working in the second half of life. The role of lifelong learning. What innovative organizations are doing to tap into the skills and knowledge of older workers. The mission of The Encore Network.  Her advice on how to create a portfolio career/life. Kate joins us from Minnesota. __________________________ Bio Kate Schaefers weaves a portfolio of work into a career with one unifying theme: to help individuals and organizations shine. She is Executive Director, University of Minnesota Advanced Careers (UMAC) Initiative, a gap year for experienced professionals as they transition from career jobs into meaningful post-career lives. She is a psychologist and leadership coach, partnering with leaders and organizations to strengthen leadership competencies and organizational effectiveness. She is an adjunct psychologist and coach with The Bailey Group. Kate is a skilled educator, facilitator and trainer. She has taught graduate-level courses at both the University of Minnesota and the University of St. Thomas and was part of a team of educators that designed a coaching certificate program. Kate is actively involved in nonprofit and community work. She is Volunteer State President of AARP-MN, convening the AARP Executive Council and contributing to local and regional strategies for the organization, especially around the aging workforce, intergenerational teams and caregiving. Kate was appointed to the Citizens Commission on Minnesota’s Aging Workforce. She is a member of the Encore Network, a founding board member of SHIFT, and a member of Pollen Midwest. She received the Jules Kerlan Outstanding Achievement Award in 2012 from the Minnesota Career Development Association for contributions to the field of career development. __________________________ Wise Quotes On Building a Portfolio Career "It's hard to find a ready-made cookie-cutter job when what you're wanting to do is something new - and something that there's no job description for. So this is how I ended up coming to a portfolio career. I looked at my skills, I tried to distill down what am I good at? What stands out with me? How do I make sense of all of the things that I can do - and create this brand around what I want to do? And so, I struggled with that for a while. I ended up saying yes to a lot of things. Some of them were from paid work, just to broaden my horizons, some was unpaid work and some was volunteer work...So I just took all of these things and tried to look at what skills do I have? How do I redeploy them? And then how do I tell a story about the work I want to do next?"   On the Multigenerational Teams "Our workforce is intergenerational. So we have four generations in the workplace today - some say five. We still have some of the silent generation in the workplace. Yet most college students learn in an age-segregated environment. And so if we talk about even preparing them for the workplace, they're not necessarily having those discussions and conversations in a way that reflects what they're going to experience when they get out of college and then move into the workplace. And we also do know in the workplace that diversity is so important, including age diversity.

Catch up on what you missed on The Rush Hour. Hosts Elvira Caria and John Scholes speak with Dr. Sameena Uddin of Trillium Health Partners on the Diwali Gala fundraiser for cancer care and treatment. Employment rights lawyer Lior Samfiru on the aging workforce. Scotty Stevenson of AutoSpa on their outdoor, drive thru Halloween event & Kelvin Rampersad on how to prepare your financial plan for the unexpected.

About 25% of U.S. workers are over age 55. The aging workforce carries valuable experience and knowledge, but these employees can be at a higher risk for workplace injuries. Kevin Lombardo, CEO of Dorn Companies, discusses how employers can protect their older workers from common risks.

Sarah Copsey of EU-OSHA joins us to discuss the implications of COVID-19 and an aging workforce on the construction industry and beyond. In this episode, Copsey explains how making even small changes in your coatings company can have a huge impact on your business and workforce. 

According to a 2018 research paper published in Sage Journal’s Workplace Health and Safety, citing numbers from NIOSH, the number of individuals aged 65 and older is projected to double by 2030, hitting 20% of the total US population. And the US Census Bureau projects that older adults (65 and older) will out-number children (18 and younger) by 2034. Americans are staying at work longer than in any other time in our industrial history. This brings numerous benefits as well as unique challenges to employers across the country.  On this Episode of the MEMIC Safety Experts Podcast, I talk with Al Brown, MEMIC’s Director of Ergonomics. Together we are going to dig into America’s Aging workforce then talk about some strategies for injury prevention, and how employers can continue to enhance workplace safety.             

Marya Propis is the Senior Vice President and Director of Distribution and Broker Partnerships at All Risks. Marya is also a frequent speaker on the topics of emerging leadership, talent development, and women in leadership. In this week's episode, Marya shares why she is not worried about the large number of insurance professionals retiring soon, her hope for the future, and where the insurance industry is headed 20–30 years from now.   Key Takeaways A bit about Marya's background and how she got started in insurance. Marya's uncle, who is also in the insurance industry, taught her the importance of customer experience and excellence. Insurance is not just a product, it's an experience. When Marya went into this career field, there weren't a lot of educational opportunities for her. Today, that's a different story and so many of today's youth are bringing a fresh new perspective into the insurance industry. A large number of professionals are going to be retiring soon, how is Marya thinking about that and the future of insurance? How can insurance companies make this field more exciting and appealing to younger professionals? Marya shares when she knows a company and its leader are the right fit for her and her values. Marya works closely with RMI students and universities; what kinds of questions have they been asking about the insurance industry? Life is not linear and neither does your career path have to be! What's next for the insurance industry, 20–30 years down the road? What does Marya wish she'd learned sooner about her career field?   Keep Getting Better Allrisks.com Marya on LinkedIn   Quotes   “What's going to set global world-class organizations apart is not necessarily the products that you have, it is the customer experience.”   “Today, leading colleges and universities have integrated RMI into business school, finance departments, and we have got a lot of really smart, smart young people choosing to come into insurance.”   “You can have great products, but if you don't know how to distribute them through a distribution channel, then you're not in the market.”  

It’s predicted that by 2030 there will be 10,000 retirements per day in both the US and EU. This will create a huge hole in manufacturing and a massive brain drain. The sector has an image problem as young people don't see it as a highly technical and skilled industry with significant career opportunity. What needs to change to attract this much needed workforce? Just Piferrer is a supply chain expert and a professor at a number of business schools in Barcelona. He joins Janet Eastman to share his ideas and thoughts on how manufacturing can adjust to meet this challenge head on.

How can employers help employees understand the need to plan for their own prosperity, before and after retirement?  How does public policy affect those conversations and decisions? What can people do to ensure they will be allowed to achieve prosperity? Clara Del Villar currently serves as the Director of Senior Initiatives at Freedom Works Foundation. With a 28-year Financial Industry career as well as entrepreneurial roles in energy, health technology, and digital media industries, she shares her passion for capitalism and tips to increase understanding regarding financial policy.   © 2020 Prosperity 101, LLC. All Rights Reserved.

What is the best way for aging employees to stay current and relevant in the workplace? In what ways should mature works think about retirement, and when should they get serious about planning? What is “phased retirement”, and how can those approaching this chapter determine if it is the right path? Lastly, how can workers [...]

Federal personnel experts have been discussing the coming retirement wave since the mid-1990s. It was supposed to happen at any moment, and with nearly one-third of the current federal workforce eligible to retire by 2022 maybe those fears are justified? But fewer federal employees retired in 2019 than in the previous year. Federal News Network's Nicole Ogrysko joined Federal Drive with Tom Temin to explain why predicting that retirement wave always proves futile.

Our workforce is aging. Companies are wrestling with replacement and many workers are struggling to hang on. What should companies and organizations be doing to better leverage and value their older employees? Stan Kimer, CEO, Total Engagement Consulting, and VP of Training for the National Diversity Council, discusses both aspects of the issue with Fred [...]

As the population ages and older workers are making up more and more of the labor force, some employers are taking notice and adjusting their own practices to retain valuable experience and skills. Economics correspondent Paul Solman has the story. PBS NewsHour is supported by - https://www.pbs.org/newshour/about/funders

In this episode, as she wanders about at her local mall, Anna asks random passers-by their take on ageism. What do they think it means? Does it affect them at their workplace? Any impact on their daily lifestyle?We look forward to your input.Feel free to drop us a line at: bbteam@thebloomingboomers.comwww.thebloomingboomers.comAnd if you'd like to share your story, hobbies, insights, experiences, ... let us know and we'll be happy to consider you as our guest on our podcast and/or YouTube channel. 

Singapore’s population is ageing rapidly and living longer. In 2015 11.7 per cent of Singaporeans were 65 or older and the UN estimates that by 2035 this will more than double to 26.6 per cent. How can Singaporeans enjoy an extended and well-supported lifespans? Dr Sidharth Kachroo, Head of Medical Portfolio Management, Prudential Singapore tells us about the opportunities and challenges that lie ahead for Singapore’s healthcare system. 

Grace Westdorp is the General Manager of Health, Safety and Wellbeing at Wesfarmers Industrial and Safety (WIS). Grace joined us to demonstrate how WIS is successfully managing its aging workforce.Through their program, ‘Planning for the Time of Your Life’ WIS invites employees over 45 years of age to consider their working needs and arrangements over the next 15 to 20 years. This is achieved via conversations to gain valuable information and insights into some of the key topics around work and transition to retirement; health and wellbeing, community and finance. These sessions are linked to strategies to better support the changing needs of mature age employees. They are also very much focussed on understanding personal circumstances to be better prepared and to be able to create a future that meets the needs of the individual.Discover the benefits of supporting an aging workforce to better take control of their health and wellbeing.

Are you trying to retain the technical knowledge of your company’s retirees? Felicia G. Harris, CEO of EverythingHR and EverythingHR Financial Services, shares how we can retain the mature workforce while contributing to not only the company but also the other age groups of the workforce. How to hire and maintain a mature workforce without bypassing important lawsThe age group that has the lowest unemployment rateThe top characteristic of a mature workforce and why knowing it is importantKey ways to keep the workforce engaged and involved in the organizationWhy incentives are an important part of retaining valueHow to retain value once the mature workforce retiresThe important role of succession planning in an organizationCater to the needs of the age-groupThe cultural preferences of an older workforce and how they thriveHow you find and hire the mature workforceCreate ways for the mature workforce to share their knowledgeWhat you need to know before using a recruiterThe difference between succession and replacementThe benefits of having a diverse workforceWhy having a mature workforce is beneficial for the company’s vision 3 Key Points: 1. The 65-75 age group has the lowest unemployment rate out of all of the age groups. 2. The top characteristic of this age group is consistency. 3. Offering different working incentives helps to retain this mature age group while they add value to the company. Twitter https://twitter.com/everythinghr1  Linkedin https://www.linkedin.com/company/everythinghr1/    Felicia Harris HR  https://www.linkedin.com/in/felicia-g-harris/

Morgan Housel from the Collaborative Fund joins us to talk about the aging workforce and the impact it could have on global economic growth, your wallet, and your portfolio. 20% off a Grammarly premium account at Grammarly.com/fool.

The business landscape evolves constantly. There's always going to be change especially with the technology advancements in how we perform our duties, report information and communicate. It's time to improvise adapt and overcome.

Paul Irving is Chairman of the Milken Institute Center for the Future of Aging and distinguished scholar in residence at the University of Southern California Davis School Of Gerontology. Paul spent much of his life as a corporate lawyer as chairman and CEO of Manatt, Phelps & Phillips, a law and consulting firm. He is also the author of “The Upside of Aging: How Long Life Is Changing the World of Health, Work, Innovation, Policy, and Purpose,” a Wall Street Journal expert panelist and contributor to PBS Next Avenue and Forbes. When he came to the end of his term as CEO he enrolled at Harvard to look at ‘something new, something interesting’. There, he was asked to do a research project on the impacts of population aging in cities in the U.S.  They came up with an idea about ranking U.S. cities, knowing how ranking systems attract interest and attention, and it was called “Best Cities for Successful Aging”. Eventually Paul became the president of the Milken Institute which is based in Santa Monica, although they have offices in Washington D.C., and Singapore. Each of these is involved in spreading both domestic and global prosperity and improving health. One of the things that the Institutes are now focused on is this question of how population aging will affect individuals, families, communities, businesses, and societies. Some of the trends Paul is seeing in the workforce include:   Across the world populations are much older Workforces are becoming more diverse Enhancement of opportunities for women over the last several decades, the increasing diversity and inclusion in leadership positions There is a risk of talent loss and talent shortage as a result of retirement   There is a very clear need for people to work longer and aspiration for people to work longer   The HR culture has become much more complex     As Paul points out, “we have about a billion people today over 60 in the world. By mid-century, that number will more than double, the number of people in their 60s in the United States will more than double. We have ten thousand people turning 65 a day in the US, and we are now at a point where there are more older adults than kids and teenagers in the world. So the bottom line is that we have a historically unprecedented demographic shift, unlike anything that humankind has seen since the beginning.”   The operating assumption is that older people are: Unwilling to learn, Unable to evolve, and Are less effective performers than the young people   The evidence is simply not there to back up those claims. They are ageist expectations that come from a fear of aging, a fear of death, a fear of physical change and a lack of recognition of the complementary skills of young people and old people. As Paul mentions, organizations can benefit from hiring people over 50, because they bring important things to the table including balance, judgement, wisdom, and experience. And several companies are specifically bringing in older employees for this reason. Companies like Airbnb, BMW, and Michelin have programs and incentives in place to make sure they they have employees ranging in age and experience because they understand that it is critical for their future success. What you will learn in this episode: What the Milken Institute does The impact of the aging workforce Examples of companies such as Airbnb, BMW, and Michelin who are bringing in older employees who can share their wisdom, experience and training What will happen to organizations not paying attention to this trend Paul’s advice for older workers How to create policies for older workers Contact: https://www.linkedin.com/in/paulhirving/

The average age of US citizens is rising.  In episode 5 of Trading Perspectives, Baby Boomer John Norris and co-host Sam Clement, Gen Z, discuss generational changes in the American workforce. In 1950 the economy had at it's disposal 8.1 people of working age for each person of retirement age. By 2030 that ratio is expected to have shrunk to just over 5.0.   In 1950 the average age of the American worker was 29.  Today it has risen to over 38.  The personal savings rate is half of what it was in the 60s and 70s. Even if the average retiree had ample savings to sustain him or herself, which is hardly the case, those trends could leave the economy struggling to find enough workers to support the population's demands for good and services by the time Millennials and Generation Z hit retirement age. 

Companies are in various stages of being ready for an aging workforce. For example, only 9% offer formal programs for phased retirement, even though flexible work options are plentiful for other life stages. In this conversation on our retirement planning podcast, Joe talks with Paul Rupert, CEO of Respectful Exits about trends in the workplace for seasoned workers. Paul offers his views on what smart companies can do to attract and retain talented older workers. Paul also shares valuable advice on how individuals can approach negotiating phased retirement as part of flexible work options and tells us the story behind his new advocacy organization. Bio Paul Rupert is Chief Executive Officer of Respectful Exits. Paul has forty-five years of nonprofit management and consulting experience. He founded and managed innovative nonprofits in healthcare, legal services, mediation, publishing and advocacy campaigns. He played a pivotal role in promoting the practice of flexible scheduling and staffing throughout the economy. His firm Rupert Organizational Design has consulted to more than a hundred companies implementing creative flexible staffing and scheduling initiatives. His firm currently leads in the development of flexible and phased retirement programs. __________________________ Wise Quotes On How Companies Can Help Employees Prepare for Retirement "...begin to get rid of that notion of people having reached their 'Sell-By Date'. A lot of companies are moving in that direction. I think there are organizations that are beginning to recognize the need for ongoing financial wellness counseling. We promote very strongly the idea, that companies, primarily in the private sector, got rid of defined benefit pension plans. They have sufficient resources to provide ongoing, what we call financial wellness counseling to their employees. We call on employers to do that. There are examples of employers who essentially provide for annual financial checkups for this, on company time, and on the company dime. It's a very modest investment and it makes an enormous difference, because as you probably well know, the failure to understand early in your career, the need to save, and to take responsibility for your own 401K, et cetera, is terribly important. Companies have a captive audience to whom they can, in an affordable way, provide that invaluable service. I was talking to a client the other day and they said, "We have a program in which we require our employees to have an annual automobile safety check, and we pay for it." I said, "Well, do you do that with finances?" They said, "Well no, not really." I said, "Well, you should."   On Making An Effective Proposal for Phased Retirement  "Phased-retirement is just another form of flexible work. If you're going to make that proposal then, talk to your manager about what's in it for the company for you to do this. Don't talk about what's in it for you...Just focus on, "If I work this way, these are the following benefits to the company. We suggest in the framework, show the general benefits that can accrue to the company, but also the specific components.  A  very concrete suggestion: 'Here's what I'm doing now and how. Here's how I would work in a phased or a partial retirement setting.' Secondly, and most importantly, it's easy to talk about things like mentoring, and knowledge-transfer, and those are grand ideas. What knowledge do you have that is valuable for the company to retain? How do you qualify and quantify it? Managers are trained to review and consider business proposals. So, whether it's an equipment proposal, or a supply proposal, or a process, you come to them, say, 'Here's the package with my current offering, here's what I'm suggesting as a replacement package. I think these are the benefits' Then you put it in the framework that managers are comfortable deciding in. It's not about, 'Gee, I love Joe. He's been wonderful,' or,

On this week's podcast the President and CEO of DORN, Kevin Lombardo discuss chronic pain in our aging workforces across the United States. Since 2000, DORN Companies has helped workers stay healthy and employers avoid costly workers' compensation and healthcare claims. We started as a pain mitigation company, providing practical therapy that works. Over time, we moved into preventing workplace injuries and claims—helping to reduce OSHA recordables and cut medical costs that just keep on climbing. What kind of impact does pain have in the workplace? Unfortunately, pain impacts millions everyday and chronic pain identified as the same pain lasting more than 12 weeks is an epidemic in many workplaces. According to the Journal of Pain, pain costs the US economy 635 billion dollars annually. Breaking it down into medical costs of 300 billion and lost productivity due to workers living and working with pain that exists longer than 3 months. Over exertion is the leading cause of non fatal disabling injuries. Not only is chronic pain an issue to our workers physically but also psychologically - 77% of those 100 million are also depressed due to their pain.

Or is it ageism? If we are over age 30 most of our lives it’s time to rethink stereotypes about aging. --- Support this podcast: https://anchor.fm/judibonilla/support

Peter speaks with Colin Busby, from the C.D. Howe Institute about the implications of people working past the normal retirement age and a greying workforce.

Peter speaks with Colin Busby, from the C.D. Howe Institute about the implications of people working past the normal retirement age and a greying workforce.

Colin Busby of the C.D. Howe Institute reports on the implications of Canada's aging workforce for the national economy.

Randy Heisler makes his second appearance on the show to discuss why organizations find themselves in a reactive state of maintenance and the struggle many plants face as the workforce begins to transition to the next generation of labor. Discussion highlights include: Identifying processes to eliminate reactive maintenance cultures Managing the loss of tribal knowledge from one generation to the next Utilizing change management for a smooth transition Additional Resources: Combining Technology, Processes, and Change Management to Address the Aging Workforce (slideshare)  

  How do the physical and mental changes that come with aging affect people and the jobs they do? In this episode of Health and Safety to Go! Jan Chappel, Senior Technical Specialist at the Canadian Centre for Occupational Health and Safety (CCOHS) sheds some light on what workplaces can do to ensure the aging population is healthy and safe at work. Released: October 21, 2016 File Size:  7.30 mb Length:  7 :58 minutes -----------------------------------------------------------------   « Health and Safety Solutions for the Aging Workforce » En quoi les changements physiques et psychologiques associés au vieillissement touchent-ils les gens et leur travail? Dans cet épisode de la série De la SST pour emporter!, Jan Chappel, spécialiste technique principale au Centre canadien d’hygiène et de sécurité au travail (CCHST), donne une idée de ce que peuvent faire les responsables des lieux de travail pour préserver la santé et assurer la sécurité au travail d’une population vieillissante. Date de diffusion : 21 octobre 2016 Taille du fichier:  7.30 mb Durée: 7 :58 min

Vaughan Biggs – GM Human Resources, Spotless Facility Services (NZ) Ltd “What we would like to see as an employer is NZ and government agencies focusing on best fit retirement options, changing cultures…”

Philippa Tolley asks if employers are doing enough to embrace what's been called a "tidal wave of demographic change" as the age profile of the workforce gets dramatically older.

Rene Thomas Folse, JD, Ph.D.is the host for this edition which reports on the following news stories. WCAB Panel Decision Denies Apportionment in Conclusive Presumption Case. Another Federal Judge Asked to Rule on NFL Player's Injury Case. Over 100 Charged In Massive Medicare Fraud Sweep. Three School District Employees Charged With Fraud. The Impact of an Aging Workforce on Occupational Injury and Illness Costs. A.B. 11 May Help California Small Business With Comp Costs. Fusion Surgery Provides Worse Outcomes in Workers' Compensation Patients. Several States Seek Aggressive Comp Reform This Year. WCIRB Recognizes Employers Compensation Insurance For Excellence.