Podcasts about older workers

The most uplifting part of the week for me in terms of news was the combination of Winston Peters and his very wise words over diet and work. The statistics department released the numbers of those who are working beyond 65-years-old. In fact, not just 65, but 70, 80 and 90-years-old. For Peters, what made the advice so useful is you can argue he has never been more relevant and effective. Age is one thing, but performance is another. If you take the politics out of it, he would be the match for anyone in the current political game. There would be few, if any, that would question his work ethic, the miles he is covering and the effort he is making in putting us back on the international map. And he is doing it at almost 80-years-old. The trouble with age is we still focus on the number. Say whatever you want about Trump but he is a good 78-years-old while Biden was a very poor 82-years-old. In fact, I am surprised that 65-years-old is still a thing. It only gets attention because of superannuation. There is an official attachment to the age – you get money for a so-called lifetime of work, you can retire, you are old, so you get a gold card for a ferry ride, etc. The really upbeat aspect of all this is that it wasn't so long ago that age in work was an issue, but for negative reasons. Older workers were let go, they had trouble getting new jobs and roles for women of a certain age in Hollywood became a thing. It all seems to have been reversed. Dare I suggest it has been helped by the reputation, whether real or imagined, that the so-called new generation aren't really as interested in work. Covid ruined a lot of us. Work-life balance became a thing. Work from home became a thing. Quiet quitting became a thing. As more and more younger people moaned and complained and slacked off, the diligence, consistency and institutional knowledge of the older worker increased in value. Winston Peters' knowledge and experience in Parliament is to be seen any Question Time you want to look. He runs rings around most of them. He has purpose. And as the Asian cultures in particular will tell you, age is but a number and purpose is everything. See omnystudio.com/listener for privacy information.

In this episode of The Full Desk Experience, Kortney Harmon is joined by Noah Yosif, Chief Economist and Head of Research at the American Staffing Association, for an in-depth discussion on the evolving staffing landscape.Together, they explore the latest talent market trends, the impact of AI on workforce dynamics, and the biggest challenges and opportunities facing staffing firms in a post-pandemic world.Noah shares key economic insights, comparing pre- and post-COVID labor markets and highlighting the sectors driving staffing demand in 2025. Whether you're looking to stay ahead of industry shifts or gain a competitive edge through data-driven strategies, this episode is packed with expert takeaways.Tune in to gain a comprehensive understanding from a true industry expert and discover actionable insights to drive your staffing strategy forward.________________Follow Noah on LinkedIn: LinkedIn | Noah YosifCheck out the American Staffing Association website hereWant to learn more about Crelate? Book a demo hereFollow Crelate on LinkedIn: https://www.linkedin.com/company/crelate/Subscribe to our newsletter: https://www.crelate.com/blog/full-desk-experience

China is prioritizing protecting the rights of elderly workers and respecting their willingness to work as it began gradually raising the statutory retirement age on Wednesday.从2025年1月1日起，中国开始渐进式延迟法定退休年龄。在此过程中，中国优先保障老年职工的权益，并尊重他们的工作意愿。The Ministry of Human Resources and Social Security, the Organization Department of the Communist Party of China Central Committee, and the Ministry of Finance jointly issued an interim guideline outlining operational measures for workers to choose their retirement age.人力资源社会保障部、中央组织部、财政部三部门联合发布《实施弹性退休制度暂行办法》（以下简称《办法》），概述了职工选择退休年龄的操作措施。The new policy stems from a decision approved by the Standing Committee of the National People's Congress in September to raise the statutory retirement age for men to 63 and for women to either 55 or 58, depending on their occupation.该新政策源于9月《全国人民代表大会常务委员会关于实施渐进式延迟法定退休年龄的决定》（以下简称《决定》）。《决定》提出，依据职业性质，将男职工的法定退休年龄延迟到63周岁，将女职工的法定退休年龄延迟到55周岁、58周岁。According to that decision, from Wednesday, male workers age 60 and female workers age 55 can ask for their retirement age to be extended one month every four months. Female workers who are 50 years old can ask for a one-month retirement extension every two months. By doing so, the retirement ages will increase to 63 for men and 55 or 58 for women in 15 years.根据《决定》，从2025年1月1日起，60周岁男职工和55周岁女职工可每4个月申请延长退休年龄1个月。50周岁女职工可每2个月申请延长退休年龄1个月。这样一来，15年后，男职工退休年龄将延迟至63周岁，女职工将延迟至55周岁、58周岁。The guideline excludes those who reached the previous statutory retirement age before Tuesday.2024年12月31日前已经达到原法定退休年龄的人员，不适用本《办法》。Once the age increase is fully implemented, workers will be able to voluntarily retire up to three years earlier than the new statutory age, provided they have met the minimum pension contribution requirement, which is currently 15 years but will gradually rise to 20 years by 2030.一旦延迟退休政策全面实施，职工达到养老金最低缴费年限（目前为15年，从2030起将逐步提高至20年），可以自愿选择比新法定退休年龄提前3年退休。However, workers cannot retire before the previous statutory retirement age, which is 50 or 55 for women and 60 for men.但是，职工退休年龄不得低于原法定退休年龄，即女职工50周岁、55周岁，男职工60周岁。Those who choose early retirement must notify their employers in writing at least three months before their chosen retirement age.职工自愿选择提前退休的，至少在本人选择的退休时间前3个月以书面形式告知所在单位。Workers wishing to delay retirement once they reach the statutory ages must agree with their employers in writing at least one month in advance, with a limit of a three-year postponement.职工达到法定退休年龄后希望延迟退休的，至少提前1个月与所在单位达成书面协议，且延迟退休时间不得超过3年。Civil servants, senior executives in State-owned enterprises and government officials must retire once they reach the new statutory retirement age, according to the guideline.《办法》规定，公务员、国有企事业单位领导人员及其他管理人员，达到新的法定退休年龄时应当及时办理退休手续。Employers are required to maintain the same rights and benefits for workers who postpone retirement, including social insurance and labor relations. Workers can reverse their decision to postpone if they come to an agreement with their employers.用人单位需保证延迟退休的职工享有相同的权益和福利，包括社会保险和劳动关系。职工与所在单位协商一致，可以终止延迟退休。The guideline underscores the importance of respecting individuals' working preferences and ensuring that retirement decisions are voluntary. It prohibits employers from pressuring workers into retirement decisions against their wishes.《办法》强调，要充分尊重职工意愿，确保其退休决定出于自愿，并禁止用人单位强制职工做出违背自身意愿的退休决定。Experts have welcomed the guideline. Zhao Zhong, dean of the School of Labor and Human Resources at the Renmin University of China in Beijing, said the specific measures included in the guideline will help the public and employers understand and implement the nation's policy on raising the retirement age.专家对《办法》的实施表示欢迎。北京中国人民大学劳动人事学院院长赵忠表示，《办法》中的具体措施将有助于公众和用人单位理解并执行国家关于延迟退休年龄的政策。"It has very detailed rules and measures on how to retire in advance or postpone retirement, which is a positive response to people's concerns about labor relations and working rights protections related to postponing retirement, showing greater respect for people's working willingness and rights," he said.他说：“《办法》对于如何提前或延迟退休制定了非常详细的规则和措施，积极回应了人们关于保障与延迟退休相关的劳动关系和工作权益的关注，体现了对人们工作意愿和权利的更大尊重。”Li Chang'an, a professor from the Academy of China Open Economy Studies at the University of International Business and Economics in Beijing, said the guideline is an explanation of the retirement decision made by the Standing Committee of the NPC in September, which highlights the "voluntary and flexible" principles of the retirement policy.北京对外经济贸易大学国家对外开放研究院教授李长安表示，《办法》是对9月《全国人民代表大会常务委员会关于实施渐进式延迟法定退休年龄的决定》的解释，突出了退休政策的“自愿和灵活”原则。He added that postponing the retirement age progressively is a result of socioeconomic development and changes in demographic structure, which allows for better use of human resources and eases the burdens on social and pension funds.他补充道，渐进式延迟退休年龄是社会经济发展和人口结构变化的结果，能够更好地利用人力资源，并减轻社会和养老金基金的负担。Figures from the Ministry of Civil Affairs show that China's elderly population—people 60 years old and above—accounted for more than one-fifth of the nation's total population in 2023.民政部数据显示，2023年中国60周岁及以上老年人口占全国总人口比重超过五分之一。interimadj.暂时的，过渡时期的

Age discrimination remains a serious barrier to employment. But creativity can flourish with age. And experienced workers and late-in-life entrepreneurs are often more productive.MPR News host Chris Farrell and his guests talk about the value of older workers and how to find purpose later in your career and in retirement.Guests: Richard Leider is an executive life coach and founder of Inventure — The Purpose Company. He is also a best-selling author who has written twelve books, including the fourth edition of “The Power of Purpose,” which will be published in January. Janine Vanderburg is the CEO of Encore Roadmap, which champions the benefits of older workers and intergenerational teams to businesses and brands. She is also the co-founder of Changing the Narrative, a national anti-ageism initiative.During the conversation, Vanderburg mentioned this resource about tackling internalized ageism.

In this episode, we chat with Ann Manby from CWI Labs to explore the critical issues surrounding ageism in the U.S. workforce and discuss the findings of a new survey highlighting the challenges older job seekers face. Ann brings a wealth of expertise from her experience as the former Chief Workforce Development Officer for Vantage Aging, where she launched innovative workforce development initiatives, including job seeker training, digital inclusion programs, and career pathway models for older adults. The recent survey conducted by CWI Labs in August reveals that 81% of workers aged 50+ believe employers prefer younger applicants, and 59% view their age as a significant barrier to employment. With only 21% optimistic about their job prospects in the next six months, Ann shares insights on the vulnerabilities older workers face and what businesses can do to foster an age-inclusive workforce. We discuss actionable strategies companies can implement to combat ageism, the role of reskilling and upskilling older workers, and the tremendous value older employees bring to our economy. Tune in to hear Ann's insights and learn how organizations can support older workers in today's ever-evolving job market.

In this episode of Work in Progress, I am joined by Chike Aguh, senior advisor to The Project on Workforce at Harvard University and the former Chief Innovation Officer for the Biden Administration. He's also a member of the WorkingNation Advisory Board. We sat down to discuss the impact of AI and tech innovation on the workforce, particularly midcareer and older workers, at the Equity Summit 2024 in Washington, a collaboration between CWI Labs, Center for Workforce Inclusion, and WorkingNation. Sometimes it feels like technology is moving so fast that many of us are at risk of being left behind. The U.S. economy is in need of workers right now, with 10 job openings for every eight people looking for work. Some employers say they are struggling to find workers with the right tech skills and timeless interpersonal skills. At the Equity Summit, Aguh and I discussed ways to ensure that midcareer and older worker have access to opportunities in today's labor market, in hiring, job retention, and reskilling. Aguh talked about how technology can't replace everyone but tech innovations such as AI could exacerbate existing inequities for marginalized older workers, including older workers of color. He offered up ideas on how employers can utilize the talents of older workers, rather than buying into biases and outdated assumptions about their abilities. Aguh offered specific strategies employers could use to help upskilled and integrate their workers into the workforce to help solve their labor shortage. You can listen to the full podcast here, or wherever you get your podcasts. You can also find the podcast our the Work in Progress YouTube channel. Episode 336: Chike Aguh, Senior Advisor, The Project on Workforce at Harvard UniversityHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlTheme Music: Composed by Lee Rosevere and licensed under CC by 4Transcript: Download the transcript for this episode hereWork in Progress Podcast: Catch up on previous episodes here

We have always been a nation of drinkers — but now there are more daily users of cannabis than alcohol. Considering alcohol's harms, maybe that's a good thing. But some people worry that the legalization of cannabis has outpaced the research. (Part one of a four-part series.) SOURCES:Jon Caulkins, professor of operations research and public policy at Carnegie Mellon University.Yasmin Hurd, director of the Addiction Institute at Mount Sinai.Michael Siegel, professor of public health and community medicine at Tufts University.Tom Standage, deputy editor of The Economist.Ryan Stoa, associate professor of law at Louisiana State University. RESOURCES:"Cannabis Tops Alcohol as Americans' Daily Drug of Choice," by Christina Caron (The New York Times, 2024)."Deaths from Excessive Alcohol Use — United States, 2016–2021," by Marissa B. Esser, Adam Sherk, Yong Liu, and Timothy S. Naimi (Morbidity and Mortality Weekly Report, 2024)."Nixon Started the War on Drugs. Privately, He Said Pot Was ‘Not Particularly Dangerous,'" by Ernesto Londoño (The New York Times, 2024)."A Brief Global History of the War on Cannabis," by Ryan Stoa (The MIT Press Reader, 2020).Craft Weed: Family Farming and the Future of the Marijuana Industry, by Ryan Stoa (2018)."How the Sugar Industry Shifted Blame to Fat," by Anahad O'Connor (The New York Times, 2016)."The Perils of Ignoring History: Big Tobacco Played Dirty and Millions Died. How Similar Is Big Food?" by Kelly D. Brownell and Kenneth E. Warner (The Milbank Quarterly, 2009).A History Of The World In Six Glasses, by Tom Standage (2005)."Cancer and Coronary Artery Disease Among Seventh-Day Adventists," by E. L. Wynder, F. R. Lemon, and I. J. Bross (Cancer, 1959). EXTRAS:"Why Is the Opioid Epidemic Still Raging?" series by Freakonomics Radio (2024)."Daron Acemoglu on Economics, Politics, and Power," by People I (Mostly) Admire (2024)."Let's Be Blunt: Marijuana Is a Boon for Older Workers," by Freakonomics Radio (2021)."What's More Dangerous: Marijuana or Alcohol?" by Freakonomics Radio (2014).

The Congressman of the 15th District discusses this bill and how it would eliminate the age cap for older workers to receive the earned income tax credit

Adapting to Age: Challenges and Solutions for Older Workers in Construction In this episode, we explore the intersection of an aging workforce and the ongoing failure to attract young talent in the UK's demolition and construction industry. We discuss the physical, cognitive, and technological challenges faced by older workers, while also highlighting the valuable experience and knowledge they bring. Learn how supporting older workers could help mitigate skill shortages and improve the industry, accompanied by a quick video clip showcasing a useful system by TS Engineers.

“Older” employees, Gen X and Boomers, those who are over 45years, are sometimes accused of not being as skilled at utilising the benefits of tech in their work. Whilst that might be true for some, new research shows that these older workers tend to be more effective in setting clear work and nonwork boundaries when working from home and in managing their time.  The research found this age group were more likely to use good work practices such as:  - Setting strict start, break and end times  - Having a dedicated space at home for only work  - Creating new routines and dressing for work  - Informing others about their availability    Benefits of setting these boundaries include:  - Fewer unfinished work tasks  - Having better work-life balance.  - Higher productivity    Perhaps old dogs can learn new tricks!   LISTEN ABOVE See omnystudio.com/listener for privacy information.

Empowering senior job seekers: Insights with Dion Smith of Easterseals! In this episode of ‘The Voice of Job Seekers,' host Mark interviews Dion Smith, Manager of Programs and Compliance at Easterseals. They discuss the Senior Community Service Employment Program (SCSEP), which helps job seekers aged 55 and older transition from volunteerism to employment. Funded by […]

The number of people working into their late 60s, their 70s and beyond is rising. In this programme we'll discuss what that means for their employment rights and what it tells us about their finances.Back in the 90s, only around 5% of peopled aged 65 or older were in work. In the early 2000s, that rose to around 6%. But recently released data from the Office for National Statistics shows that today almost 12% of people in that age group are in some form of employment. That's almost one and a half million people.Felicity Hannah is joined by older workers to explore their finances, their struggles and their rights to challenge discrimination. She'll be joined by Dr Emily Andrews, Deputy Director for Work at the Centre for Aging Better, and Sarah Jackman, an employment lawyer at the law firm Dentons.Presented and Produced by Felicity Hannah Studio production: Amber Mehmood Editor: Sara Wadeson(First broadcast 3pm Wednesday 19th June, 2024)

The fastest growing population in Colorado is 65 and older. But instead of retirement, it can also be an opportunity to help others while staying engaged. Then, the complexities of finding missing LGBTQ+ people. Also, a summer music festival rises to a creative challenge. And he traded in the football drills for the dental ones. Plus, illustrations as art.

The fastest growing population in Colorado is 65 and older. But instead of retirement, it can also be an opportunity to help others while staying engaged. Then, the complexities of finding missing LGBTQ+ people. Also, a summer music festival rises to a creative challenge. And he traded in the football drills for the dental ones. Plus, illustrations as art.

In this episode of Work in Progress, I am joined by Heather Tinsley-Fix, senior advisor, employer engagement for AARP to talk about the aging workforce and why it is good business for employers to actively hire and promote older workers. Refusing to hire a person or to promote them based on age is absolutely against the law. Still, recent studies show that adults over the age of 40, including a vast majority of baby boomers, believe their age puts them at a disadvantage when it comes to finding a job, or limits their career opportunities. Tinsley-Fix says the most recent AARP survey shows that 64% of workers over the age of 40 have felt or experienced age discrimination or ageism at work. "It's largely subtle because it's unconscious. Most people have ideas about what 'old' means. Anyone who is older than they are is old. A 20-year-old thinks a 40-year-old is old and a 40-year-old thinks that a 60-year-old is old. "But, in terms of feeling it at work, it can be slight comments like 'I'm having a senior moment.' It can be things like suddenly getting flat or even negative performance reviews when nothing in your performance has changed. "It can be being passed over for innovative, or exciting, or challenging opportunities. It can be assuming that you're not interested in learning new skills. Companies might be really pushing upskilling to the younger parts of their workforce and not to the older parts of their workforce." One of the perpetual and persisting stereotypes in society is that older adults are afraid of the changes in technology that continue to shape how we live, play, and work. "It's one of the most entrenched myths about older people – they're 'not good with technology,' which is just ridiculous. Not only does AARP research show that 50-year-olds and up are just as active and avid consumers of technology as younger folks, we know that at work plenty of workers are able to adapt and move with the times and adopt to new platforms. It's frustrating that it's so entrenched and that it's still there, but it does persist and it's not true," says Tinsley-Fix. She emphasizes that these misperceptions about older workers and jobs seekers – including their "fear" of new technology – impact their ability to find work or get a promotion. And its not only the employees that are suffering. Employers have been saying for years that they are having a hard time finding talent for certain jobs. They are missing out on the skills and talent of this growing part of the workforce. Right now, about one-in-five workers is over the age of 55 and that is expected to grow to one-in-four as baby boomers continue to decide to stay in or reenter the labor market because they have to do so financially, or they simply want to do so. Tinsley-Fix goes on to outline the skills the older worker brings to the job and the advantage an employer that embraces a multigenerational workforce has over their competition. You can listen to the podcast here, or download and listen wherever you get your podcasts. You can also find it on our Work in Progress YouTube channel. Episode 317: Heather Tinsley-Fix, senior advisor on employer engagement, AARPHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlTheme Music: Composed by Lee Rosevere and licensed under CC by 4Transcript: Download the transcript for this episode hereWork in Progress Podcast: Catch up on previous episodes here

In this episode of Work in Progress, I am joined by Heather Tinsley-Fix, senior advisor, employer engagement for AARP to talk about the aging workforce and why it is good business for employers to actively hire and promote older workers. Refusing to hire a person or to promote them based on age is absolutely against the law. Still, recent studies show that adults over the age of 40, including a vast majority of baby boomers, believe their age puts them at a disadvantage when it comes to finding a job, or limits their career opportunities. Tinsley-Fix says the most recent AARP survey shows that 64% of workers over the age of 40 have felt or experienced age discrimination or ageism at work. "It's largely subtle because it's unconscious. Most people have ideas about what 'old' means. Anyone who is older than they are is old. A 20-year-old thinks a 40-year-old is old and a 40-year-old thinks that a 60-year-old is old. "But, in terms of feeling it at work, it can be slight comments like 'I'm having a senior moment.' It can be things like suddenly getting flat or even negative performance reviews when nothing in your performance has changed. "It can be being passed over for innovative, or exciting, or challenging opportunities. It can be assuming that you're not interested in learning new skills. Companies might be really pushing upskilling to the younger parts of their workforce and not to the older parts of their workforce." One of the perpetual and persisting stereotypes in society is that older adults are afraid of the changes in technology that continue to shape how we live, play, and work. "It's one of the most entrenched myths about older people – they're 'not good with technology,' which is just ridiculous. Not only does AARP research show that 50-year-olds and up are just as active and avid consumers of technology as younger folks, we know that at work plenty of workers are able to adapt and move with the times and adopt to new platforms. It's frustrating that it's so entrenched and that it's still there, but it does persist and it's not true," says Tinsley-Fix. She emphasizes that these misperceptions about older workers and jobs seekers – including their "fear" of new technology – impact their ability to find work or get a promotion. And its not only the employees that are suffering. Employers have been saying for years that they are having a hard time finding talent for certain jobs. They are missing out on the skills and talent of this growing part of the workforce. Right now, about one-in-five workers is over the age of 55 and that is expected to grow to one-in-four as baby boomers continue to decide to stay in or reenter the labor market because they have to do so financially, or they simply want to do so. Tinsley-Fix goes on to outline the skills the older worker brings to the job and the advantage an employer that embraces a multigenerational workforce has over their competition. You can listen to the full podcast here, or wherever you get your podcasts. Episode 317: Heather Tinsley-Fix, senior advisor on employer engagement, AARPHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlTheme Music: Composed by Lee Rosevere and licensed under CC by 4Transcript: Download the transcript for this episode hereWork in Progress Podcast: Catch up on previous episodes here

Are you worried about your labour supply? Well... there are places you might find it, if you're open-minded. In this episode of The HR Hub, we dive into the world of older workers, their potential, and the myths surrounding them. I spoke with Laura Tamblyn Watts, CEO of CanAge, Canada's national seniors advocacy organization. She is a researcher, teacher, speaker... and well qualified to participate. We covered the gamut and I asked tough questions like: don't they cost more? Laura shared her insights on this and the good and bad news about the labour market and how we can prepare for looming labour shortages. We discussed:

Segment 1: Nationally syndicated financial columnist and author Terry Savage joins John to talk about how many times the Fed will cut rates this year, the economy still being very strong, and the ongoing concern over keeping inflation in check. Segment 2: Carly Roszkowski, VP of Financial Resilience Programming, AARP, joins John to offer tips for older workers […]

My friend Daisy Wright invited me to her LinkedIn Live event to discuss how older workers can navigate today's job search.  Here are a few of the highlights: More about Daisy: She is the Founder and Chief Encouragement Officer of The Wright Career. She is also an award-winning Certified Coach helping emerging leaders, executives, and mid-level professionals find […]

If you're running a business, a herring fisherman baited the hook with a case now before the Supreme Court that might limit a federal agency's power to expand on a ruling to further regulate your business. Gene Marks says this could make many businesses happy, maybe as happy as the news that the American consumers are upbeat about the economy and continuing to spend. Gene Marks shares some insights on the news, including the benefits employers are finding with an older workforce. Listen to the podcast. DISCLAIMER: The information presented in this podcast, and that is further provided by the presenter, should not be considered legal or accounting advice, and should not substitute for legal, accounting, or other professional advice in which the facts and circumstances may warrant. We encourage you to consult legal counsel as it pertains to your own unique situation(s) and/or with any specific legal questions you may have.

Howard Tullman, general managing partner for G2T3V, LLC and for the Chicago High Tech Investors, LLC, joins Lisa Dent to talk about his latest article in INC Magazine that explains why many companies need more experienced workers to get them through the next business cycle. Follow The Lisa Dent Show on Twitter:Follow @LisaDentSpeaksFollow @SteveBertrand Follow […]

Adam and Jordana dream about a better way to help older workers transition to retirement. 

Since the start of the pandemic in 2020, nearly a million people aged 50-64 have left the workforce. Other major economies have seen their employment rates bounce back after the pandemic, and the Financial Times have reported that the UK is the only developed economywhere inactivity kept rising after the initial pandemic shock. In this episode, sponsored by Phoenix Insights, Becky Slack from the New Statesman Spotlight team is joined by Alison McGovern, shadow minister for employment, Neil Carberry of the Recruitment and Employment Confederation, and Claire Hawkins, director of corporate affairs and investor relations at the Phoenix Group. They discuss why so many older people are leaving the workforce, what government and employers can do to support older workers better, and the economic impact of doing so.Find out more about Phoenix Insightshttps://www.thephoenixgroup.com/phoenix-insights/Hear more of our Spotlight podcasts on their own feedhttps://podfollow.com/spotlight-on-policy-from-the-new-statesman Hosted on Acast. See acast.com/privacy for more information.

The term “Unretirement” is popping up more and more these days, and Chris Farrell literally wrote the book on it. After years of studying and reporting on the economy for PBS Next Avenue and Bloomberg Businessweek, Chris' latest book, Purpose and Paycheck, further drives home the point that, at our core, humans have a deep need to be useful. A leading voice of the Unretirement movement, Chris joins Wes to share his thoughts on why so many Baby Boomers have decided to embrace the Unretirement lifestyle on their terms. He describes the creative attempts people are using to leverage career experience as a way of carving new paths. If you think of yourself as someone who might want to unretire, today's episode is for you. Learn more about your ad choices. Visit megaphone.fm/adchoices

Workers over age 50 will soon represent 25% of our nation's workforce. Yet, few reskilling and upskilling programs are built to meet the needs of older workers and connect them with employers. Earlier this month, WorkingNation collaborated with the Center for Workforce Inclusion and CWILabs on the Equity Summit 2023, a daylong event addressing the workforce needs of midcareer and older workers. In this panel – Recruiting, Training, and Retaining an Age Inclusive Workforce – we discussed connecting older workers with the resources that empower them to pursue sustainable economic opportunity in today's workplace. My guests on stage were Hector Mujica, head of economic opportunities, Americas for Google.org; Dr. Mona Mourshed, founding global CEO of Generation; and Taylor McLemore, an investor and a partner at Future State. The panel explored the challenges faced by older workers in terms of reskilling and upskilling, as well as the lack of programs tailored to their needs. We also looked at potential solutions, such as successful skill development programs and the importance of continuous learning. My guests emphasized the need for employers to value the experience and skills of older workers and what they bring to the job, and for individuals to proactively invest in their own training and development. Organizations such as Google and Generation are providing that training and support for older workers. And all the panelists agreed that it is important that we re-imagining work and learning to create an age-inclusive workforce. You can listen to that discussion here or wherever you get your podcasts. Episode 291: Hector Mujica, Google.org; Dr. Mona Mourshed, Generation; and Taylor McLemore, Future StateHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlExecutive Producers: Joan Lynch and Melissa PanzerTheme Music: Composed by Lee Rosevere and licensed under CC by 4Download the transcript for this podcast here.You can check out all the other podcasts at this link: Work in Progress podcasts

Workers over age 50 will soon represent 25% of our nation's workforce. Yet, few reskilling and upskilling programs are built to meet the needs of older workers and connect them with employers. Earlier this month, WorkingNation collaborated with the Center for Workforce Inclusion and CWILabs on the Equity Summit 2023, a daylong event addressing the workforce needs of midcareer and older workers. In this panel – Recruiting, Training, and Retaining an Age Inclusive Workforce – we discussed connecting older workers with the resources that empower them to pursue sustainable economic opportunity in today's workplace. My guests on stage were Hector Mujica, head of economic opportunities, Americas for Google.org; Dr. Mona Mourshed, founding global CEO of Generation; and Taylor McLemore, an investor and a partner at Future State. The panel explored the challenges faced by older workers in terms of reskilling and upskilling, as well as the lack of programs tailored to their needs. We also looked at potential solutions, such as successful skill development programs and the importance of continuous learning. My guests emphasized the need for employers to value the experience and skills of older workers and what they bring to the job, and for individuals to proactively invest in their own training and development. Organizations such as Google and Generation are providing that training and support for older workers. And all the panelists agreed that it is important that we re-imagining work and learning to create an age-inclusive workforce. You can listen to that discussion here or wherever you get your podcasts. Episode 291: Hector Mujica, Google.org; Dr. Mona Mourshed, Generation; and Taylor McLemore, Future StateHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlExecutive Producers: Joan Lynch and Melissa PanzerTheme Music: Composed by Lee Rosevere and licensed under CC by 4Download the transcript for this podcast here.You can check out all the other podcasts at this link: Work in Progress podcasts

Tommy talks to Vicki Salemi, a career expert for Monster

According to recently released Census data, poverty among older adults increased sharply again in 2022, after reaching an all-time low just two years before. One group of older Americans who's especially struggling is older workers in physically demanding jobs. Contrary to the popular narrative that everyone's living longer and work is getting easier, a recent task force convened by the National Academy of Social Insurance found that more than 10 million older workers are in jobs that are physically challenging and lack the resources to secure more viable jobs or retire. These workers are disproportionately low earners with lower educational attainment than the average American worker; they predominantly are workers of color and a growing share are women. For this week's episode of Off-Kilter, we're bringing you a panel discussion Rebecca moderated at a recent event hosted by the National Academy of Social Insurance about older workers in physically demanding jobs and the policy options the task force identified to strengthen social insurance supports to prevent poverty and hardship among this “invisible” group.   Links from this episode: Find the NASI task force report here and watch the full event here Learn more about the National Academy of Social Insurance at nasi.org

So-called “prime age” workers — those 25 to 54 — are working jobs at a higher rate than before the pandemic. But the picture gets more complicated for older workers. We’ll take a closer look. Plus, gas prices have been deflating stateside despite OPEC trying to prop up oil prices. What gives? And later: The U.S. economy remains a bright spot at the annual World Bank/IMF meetings.

So-called “prime age” workers — those 25 to 54 — are working jobs at a higher rate than before the pandemic. But the picture gets more complicated for older workers. We’ll take a closer look. Plus, gas prices have been deflating stateside despite OPEC trying to prop up oil prices. What gives? And later: The U.S. economy remains a bright spot at the annual World Bank/IMF meetings.

Thinking about returning to work, “working in retirement,” or launching an encore career? Ever experienced ageism in the workplace, felt pressured to leave a job before you're ready, or overwhelmed at the thought of trying to rejoin the workforce?The last week of September is National Employ Older Workers Week. Join Jan M. Flynn in conversation with Janine Vanderburg, founder of Changing the Narrative, a leading  initiative working to increase awareness of ageism and change how people think, talk, and act about aging and ageism.Leading Changing the Narrative, is Janine's encore career. She's led media and social media campaigns about the value of older folks, advocated for age-friendly public policies and stronger anti-discrimination laws, launched an anti-ageist birthday card campaign, and trained over 10,000 people in research-based messaging to counter negative stereotypes of older people and advocate the adoption of age-friendly policies. Janine has been recognized by the City of Denver, Denver Regional Council of Governments and the Colorado Center for Aging for her innovation and advocacy for older adults. Her favorite saying: “We are the leaders we are looking for.”Links To ResourcesChanging the Narrative website: https://changingthenarrativeco.org/Anti-ageist birthday card campaign page (that also links to artist cards):https://changingthenarrativeco.org/anti-ageist-birthday-cards/Resources on age-friendly workplaces:https://changingthenarrativeco.org/resources-2023/age-friendly-workplace-resources/Support the show

Heather Tinsley-Fix, AARP's Senior Advisor of Employer Engagement and I discuss the value of older workers in the workforce. We address the issue of ageism and the importance of age diversity. Learn more about your ad choices. Visit megaphone.fm/adchoices

Younger employees in the workplace are becoming increasingly annoyed by older colleagues. WWJ's Murray Feldman explains why. 

Paul opens the show sharing a misleading article about how great I Bond returns are. Paul and Ira segway to discuss older workers who get stuck in dangerous jobs because of a lack of planning. Today, Paul and Ira try to paint a picture about how many workers age in jobs with modest wages and with working conditions that are tough for older employees because they don't have any other options. One of the biggest barriers to saving is not believing that you have enough income. Paul encourages everyone that when you start saving a little, you understand how to put yourself in better situations around money. Later in the show, Paul shares about billionaires selling their shares of stock and that it's not all what it seems.   For more information about what we do or how we can help you, schedule a 15-minute call with us here: paulwinkler.com/call.

Join host Marie Zimenoff on The Career Confidante as she welcomes Marcia Baker, Chief Motivational Officer at Advance the Vision LLC. Explore the powerful intersection of technology and career management as Marcia guides clients in leveraging technology for career transitions, workplace upheaval, and business ventures. Gain insights into how technology is shaping the future of job searching and personal branding, particularly for the aging workforce. Discover common mistakes people make when using technology for career development or business promotion and uncover recommended tools to navigate the digital landscape. Listen in to this enlightening episode with Marcia Baker on Career Confidante radio.

Join host Marie Zimenoff on The Career Confidante as she welcomes Marcia Baker, Chief Motivational Officer at Advance the Vision LLC. Explore the powerful intersection of technology and career management as Marcia guides clients in leveraging technology for career transitions, workplace upheaval, and business ventures. Gain insights into how technology is shaping the future of job searching and personal branding, particularly for the aging workforce. Discover common mistakes people make when using technology for career development or business promotion and uncover recommended tools to navigate the digital landscape. Listen in to this enlightening episode with Marcia Baker on Career Confidante radio.

Join host Marie Zimenoff on The Career Confidante as she welcomes Marcia Baker, Chief Motivational Officer at Advance the Vision LLC. Explore the powerful intersection of technology and career management as Marcia guides clients in leveraging technology for career transitions, workplace upheaval, and business ventures. Gain insights into how technology is shaping the future of job searching and personal branding, particularly for the aging workforce. Discover common mistakes people make when using technology for career development or business promotion and uncover recommended tools to navigate the digital landscape. Listen in to this enlightening episode with Marcia Baker on Career Confidante radio.

Join host Marie Zimenoff on The Career Confidante as she welcomes Marcia Baker, Chief Motivational Officer at Advance the Vision LLC. Explore the powerful intersection of technology and career management as Marcia guides clients in leveraging technology for career transitions, workplace upheaval, and business ventures. Gain insights into how technology is shaping the future of job searching and personal branding, particularly for the aging workforce. Discover common mistakes people make when using technology for career development or business promotion and uncover recommended tools to navigate the digital landscape. Listen in to this enlightening episode with Marcia Baker on Career Confidante radio.

In raising the topic of the experience of aging in tech, a big question loomed for me: “What do experienced older workers bring to the table for their employers?” Today's guest has made answering this question his life's work. Daniel Jolles, a one-time tech consultant, is a researcher in behavioral science at the London School of Economics (LSE), studying to get his Ph.D. in Psychology. Daniel's studies apply behavioral science to age-diversity efforts and age inclusion in the workplace. His work at the LSE with the Inclusion Institute focuses on workplace generations and aging. In addition, Daniel supports research at the Age Equity Alliance, which focuses on age equity at work. So he is the perfect guest to discuss the topic at hand. Stick around to hear what the research says about persistent age bias in hiring and Daniel's take on why companies should ensure they have a wide age range represented in their employee ranks.“I do know from past data that when older workers are unemployed, they tend to spend longer being unemployed.” - Daniel JollesIn This Episode:-Learn a little bit about Daniel Jolles, what he does, his research, and his interest in the topic of age diversity and equity at work-Daniel shares his thoughts on workers enjoying the world while they still can vs. waiting until retirement before doing what they really want to do in life-Older Workers vs. Younger Workers - Breaking the Stereotypes and societal view on aging-Does Daniel's research support the hypothesis about the lack of acknowledgment for older people now? -Daniel shares the results of a simulated hiring decision where we see older candidates less likely to be selected-How do we show organizations what they're losing out on by not employing older workers and by not having an intergenerational workforce?-A key takeaway and an action item for you from today's conversationAnd more!Connect with Daniel Jolles:-LinkedIn: https://www.linkedin.com/in/danieljolles/Connect with Maureen Clough:-Instagram: @itgetslateearly - https://www.instagram.com/itgetslateearly/-YouTube: @itgetslateearly - https://www.youtube.com/channel/UCGrHwk-y7ERaq7bCSjZYf1A?sub_confirmation=1-Website: itgetslateearly.com - https://www.itgetslateearly.com/-LinkedIn: maureenwclough - https://www.linkedin.com/in/maureenwclough/-Facebook: It Gets Late Early - https://www.facebook.com/profile.php?id=100088694515585This podcast

Episode #242 // The question we used to ask only occasionally has now become more frequent… “how old is too old?” While most countries still regard the retirement age for the average citizen to be somewhere in their early to mid-60s, one of the big societal trends in wealthier countries is the aging population.As the population ages, many people will choose to work for longer, either to satisfy their need for purpose, or through financial necessity. The bottom line for leaders is that you're going to be in a position where you have to lead older workers, and integrate them into a team culture that spans at least three generations.In this episode, I explore how to get the best from older workers, not to be put off by the challenge of leading them. I present some of the data on how population and demographics are changing across the world, I examine the strategic potential for value differentiation, and I give you my Six Tips for Getting the Most From Older Workers (which will be available as a free PDF downloadable).Source Material: Article: Centre for Retirement Research at BCHow Does Delayed Retirement Affect Mortality and Health?Research: Our World in DataMedian AgeResearch: Our World in DataAge StructureThe EconomistThe Age of the Grandparent Has ArrivedWikipediaRetirement Age (by Country)————————You can connect with me at:Website: https://www.yourceomentor.comFacebook: https://www.facebook.com/yourceomentor Instagram: https://www.instagram.com/yourceomentorLinkedin: https://www.linkedin.com/company/yourceomentorYoutube: https://www.youtube.com/@YourCEOMentor Hosted on Acast. See acast.com/privacy for more information.

Scoot talks to WWL listeners about the results of a new Wall Street Journal poll showing that there is a trend in American companies to hire more older workers 

It's Friday and we're ready to wrap our week of shows talking about Walmarts charging plans, Tesla employees sharing private owner's videos, as well as older workers coming to the rescue of the staffing shortage. The company that has over 5000 stores with a store within 10 miles of 90% of America, Walmart, is now committing to build a charging network across the country as part of a deal with Electrify America by the year…2030"We have the ability to address range and charging anxiety in a way that no one else can in this country," Vishal Kapadia, Walmart's recently appointed senior vice president of Energy Transformation, said in an interview.Kapaia also said Walmart will start development of it's own chargersThe chain has 240M visits a week to its stores and will be a wealth of data on how shoppers use and pay for chargingTesla employees have been privately sharing highly invasive videos and images recorded by customers' car cameras via an internal messaging system, according to interviews by Reuters with nine former employees. Some recordings were mundane, but some were of embarrassing or potentially dangerous situations. Included were road rage, personally identifiable information, and even nudityOne video showed submersible vehicle from James Bond film, owned by Elon MuskAs retailers face continual staffing problems, many are turning to older workers who are deemed more reliable and willing to work than younger generations, according to a Wall Street Journal report. A WSJ-NORC survey showed that individuals aged 65 and older are not only unafraid of hard work, but 75% of them crave it.Kip Conforti, who owns two package-shipping stations in Pennsylvania, was highlighted in the Journal article for his decision to recruit older workers. He said it takes longer to train older workers but the extra time is worth it. “Once they get it, God, it's refreshing. I say, ‘This is what we're doing today,' and it gets done. Their shift starts at nine and they're here at 8:50. It's their work ethic.”Get the Daily Push Back email at https://www.asotu.com/ JOIN the conversation on LinkedIn at: https://www.linkedin.com/company/asotu/ Read our most recent email at: https://www.asotu.com/media/push-back-email ASOTU Instagram: https://www.instagram.com/automotivestateoftheunion

In this Work in Progress podcast, we take a look at obstacles workers 55 and older face in today's labor market. The reality is that older adults do face discrimination in society and the workforce. Older workers – particularly older women of color – have been shut out of job opportunities and, as a result, live with increased economic uncertainty. We need to start changing the narrative around how we look at these workers. We need to examine how we are accelerating opportunity for older workers to be trained and upskilled for the jobs of today and tomorrow. It is imperative we act now. For the CWI Labs and WorkingNation digital magazine – Overlooked and Sidelined: Workers at the Intersection of Age, Race, and Gender – I sat down with Angela Beddoe, CWI Labs board chair and publisher & editor-in-chief of HERLIFE Magazine, and WorkingNation president Jane Oates to discuss how we meet this important moment in our society. Here is that conversation. And for more on challenges facing older workers in the labor market, please check out our new digital magazine. here. Episode 266: Angela Beddoe, CWI Labs board chair and publisher & editor-in-chief of HERLIFE Magazine, and Jane Oates, WorkingNationHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlExecutive Producers: Joan Lynch and Melissa PanzerTheme Music: Composed by Lee Rosevere and licensed under CC by 4.0Download the transcript for this podcast here.You can check out all the other podcasts at this link: Work in Progress podcasts

In this Work in Progress podcast, we take a look at obstacles workers 55 and older face in today's labor market. The reality is that older adults do face discrimination in society and the workforce. Older workers – particularly older women of color – have been shut out of job opportunities and, as a result, live with increased economic uncertainty. We need to start changing the narrative around how we look at these workers. We need to examine how we are accelerating opportunity for older workers to be trained and upskilled for the jobs of today and tomorrow. It is imperative we act now. For the CWI Labs and WorkingNation digital magazine – Overlooked and Sidelined: Workers at the Intersection of Age, Race, and Gender – I sat down with Angela Beddoe, CWI Labs board chair and publisher & editor-in-chief of HERLIFE Magazine, and WorkingNation president Jane Oates to discuss how we meet this important moment in our society. Here is that conversation. And for more on challenges facing older workers in the labor market, please check out our new digital magazine. here. Episode 266: Angela Beddoe, CWI Labs board chair and publisher & editor-in-chief of HERLIFE Magazine, and Jane Oates, WorkingNationHost & Executive Producer: Ramona Schindelheim, Editor-in-Chief, WorkingNationProducer: Larry BuhlExecutive Producers: Joan Lynch and Melissa PanzerTheme Music: Composed by Lee Rosevere and licensed under CC by 4.0Download the transcript for this podcast here.You can check out all the other podcasts at this link: Work in Progress podcasts

Are you too old to be hired? Do you ever wonder if you're too old to land another job?  Or that your age is a barrier to what you really want to do?Now, those of you who already know me will know I get on my high horse about ageism in the workplace and how I believe we are NEVER TOO OLD to reinvent our careers. Yes, that's right - we are NEVER TOO OLD to be the person we were born to be.In this episode I promised to give you the links to a number of interesting posts and resources and you'll find them at the bottom of these shownotes.Let me ask you, if you're over 30, over 40, over 50, over 60, over 70 are you too old to:Be heard?Be loved?Be appreciated?To contribute your years of experience and knowledge to benefit someone who's problems you can help to solve?To be considered as an individual rather than an age-bracket?Are you too old to learn something new?Or to try something different?And TO MAKE A POSITIVE IMPACT? Unfortunately, according to a 2021 report by the Australian Human Rights Commission, age discrimination remains a significant issue in the workplace, affecting both job seekers and employees. Here are some statistics on ageism in the workplace in Australia:Around 27% of workers over the age of 50 reported experiencing age discrimination in the workplace.Older job seekers are more likely to experience long-term unemployment, with the average duration of unemployment for workers aged 55 and over being around 71 weeks.Older workers are more likely to be retrenched or have their contracts terminated, and they find it more challenging to secure new job opportunities than younger workers.and this one surprised me:Despite being a protected attribute under Australian law, only 56% of workers are aware that age discrimination is illegal.So how can we overcome ageism in the workplace? In this episode I discuss in detail these strategies:UpskillingNetworkingHighlighting transferable skills Addressing negative stereotypesTo overcome ageism it requires a collective effort from employers, employees, and society as a whole. I'd like to ask you: How are you helping to promote a culture of inclusivity and respect for all generations? What else can we do to create a more equitable and age-diverse workplace? Let's keep the conversation going and I'd love you to send me a message on LinkedIn or share a post of you in action showing your energy and enthusiasm regardless of age and tag me so I know!Check out my CAREER SUCCESS Program Colleen Heidemann in action  wearing a t-shirt with the slogan: OLD IS THE NEW BLACK!--Join the 12-Week Career Success Program before 17th March 2023 & get a BONUS FREE 1-on-1 30-minute Coaching Session with Jane Jackson via Zoom!The 12-Week Career Success Program includes 2x 60-minute Group Coaching Calls every month to keep you on track to reach your career goals PLUS a wealth of online Career Want to know what's missing in your personal Career Toolkit? Find out what you MUST DO to make a successful career change and land the job you'll LOVE. Take the CAREER SUCCESS QUIZ (it only takes 2 minutes!). Get your results, analysis and recommendations immediately!

On this podcast episode, Miguel Gonzalez shares a few steps you may wish to take to potentially make the transition to retirement easier.Welcome to Cortburg Speaks Retirement Podcast with Miguel Gonzalez, MBA, AIF®, CPFA®, CRC® CLICK HERE TO LISTEN TO MIGUEL'S LATEST PODCAST FOLLOW US ON: YouTube->https://m.youtube.com/c/CORTBURGRETIREMENTADVISORS Facebook-> https://m.facebook.com/CortburgInc Twitter-> https://twitter.com/CortburgInc LinkedIn->https://www.linkedin.com/in/miguelxgonzalez/ Website: www.CortburgRetirement.com Email: Miguel@CortburgRetirement.com

Ageism is alive and thriving, and the COVID-19 pandemic has only made it stronger. If you're an older worker looking for your next job, Find Your Dream Job guest Scott Jacobs says you must increase your self-confidence before your next interview. Scott shares how to present your experience as an asset rather than a liability and why you must get comfortable with technology if you want to be considered for a position. And finally, Scott reminds us that ageism is no excuse for not going after your dream job. About Our Guest: Scott Jacobs (https://www.linkedin.com/in/jscottjacobs/)is a career coach who runs the Jacobs Strategic Group (https://jacobs-strategic.com/). Scott has helped hundreds of clients with career transitions and job searches. Resources in This Episode: Are you an older job seeker? Find out more about how Scott can help you in your job search by visiting Jacobs Strategic Group (https://jacobs-strategic.com/). From our Sponsor: Find Your Dream Job is brought to you by TopResume.(http://macslist.org/topresume) Top Resume has helped more than 400,000 professionals land more interviews and get hired faster. Get a free review of your resume today from one of Top Resume's expert writers. (http://macslist.org/topresume)