FocalPoint Partnerships

Older Workers Are An Asset Older workers are a valuable part of any organization and as many companies struggle to find experienced, qualified workers, older indivduals are available and willing to fill those gaps. Manpower Group, a job placement firm, found that nearly 70% of employers surveyed reported talent shortages in 2019, up 17% compared to the previous year. One reason cited for the talent shortage is lack of experience. Older workers are often overlooked in the job market, because many employers feel that they are less productive and less able to grasp on to new technologies and ideas. Older workers have many years of experience and often need minimal skills training in order to do the job. Many companies are looking

to replace older workers with a younger team but having a younger workforce doesn’t necessarily create a smarter workforce. Having different age groups working together will help boost productivity and inspire new ideas. A study from Stanford’s leading aging expert Laura Carstensen shows that having a “mixed age teams were the most productive because they benefited from the knowledge and experience of older workers as well as the skill and speed of the younger workers.” Businesses can benefit from the knowledge and experience of older workers because they can help guide younger workers to become strong professionals. Older workers can educate the younger generation on the importance of softs skills and how to handle conflicts and solve problems efficiently. MaturityWorks matches older workers with part-time jobs with local nonprofit, government and faith-based agencies. Trainees earn income while building their self confidence and learning skills valued by local employers.Sources: ThomasNet. Forbes

Effects of Age Discrimination Age discrimination in both the workplace and the hiring process is a concerning issues for older workers. A study by Yale School of Public Health found that age discrimination has a serious effect on the health and wellbeing of a person over 50. For the unemployed, feeling excluded and discriminated against lowers self-esteem, making them feel less motivated to continue their job search. Older women face more discrimination in the workforce than men do, and often have a harder time finding employment after they turn 55. Many women take time off from their career to raise their families and have difficulty getting back to work due to gaps in their resume. Women often shy away from the job market because they feel ashamed of the gap or they feel too old to be looking for a job. Women generally have less retirement saving then men and for many, going back to work is necessary for income to support them and for social interaction. Women over 55 are still ambition and seek fulfilling work where they can use their skills and learn. They can also serve as a role model for younger women who are just starting out in their career. Age discrimination also influences the economy. A report by AARP found that in 2018, the U.S missed out on $850 billion in GDP because “those age 50-plus who wished to remain in or re-enter the labor force, switch jobs or be promoted within their existing company were not given that opportunity.” By 2050, loses could rise to $3.9 trillion if bias against age continues the way it has been. In today’s ever changing economy, it is important to provide opportunities for the older generations, and to not discount their talents due to age. Source: AARP , The Cut, Forbes , American Society For Aging

New York IssueMarch 2020Volume 4, Issue 2

www.workplace.org/maturityworks 350 Fairfield Avenue, Bridgeport, CT (203) 610-8588

Reframing Retirement MetLife released their 2020 Evolving Retirement Model Study which shows how much retirement has changed over the past decade. Older workers are anticipated to be the fastest growing age group in the work force in the upcoming years, and instead of preparing for retirement, many individuals are continuing to work or seek employment. According to the study, the most common reason older workers are delaying retirement is they simply can’t afford to retire yet and need an income for bills and expenses. They also want to continue saving for retirement and to maximize their pension benefits The line between retirement and work has become blurred over the past decade, there is no longer a “hard stop” to working as there once was. MetLife found that over half of employers (54%) and 43% of workers surveyed “think the commonly used definition of retirement – the process of ceasing to work for pay- should be expanded to account for changes in the work model for older workers”. Phased retirement is one suggestion which allows workers to continue working with a reduced workload. According to MetLife, 74% of workers would like to transition gradually into retirement and 51% of retirees would have preferred to transition gradually into retirement. Creating a seamless transition can help many older workers feel more prepared for retirement. Source: MetLife

Success Story Host Agency Spotlight Judith Hugentobler was out of work for 15 months prior to starting MaturityWorks. She heard of the program while attending a workshop at the NY Public Library at SIBL in March of 2019. Judith worked with her MaturityWorks trainer on an

employment plan to help her get back to work. She also helped her with resume writing and developing a solid cover letter. Judith went to training at the SUNY Attain Lab where she was able to update her Microsoft Office skills. Judith was placed with the New York Public Library at the Science, Industry and Business Library working as a communications and social media trainee. She helped promote the libraries job search, small business and financial workshops and was also able to attend workshops offered at the library. In February 2020, Judith was offered a position with SCO Center for Family Life, an organization that offers programs for children and their families throughout Sunset Park, Brooklyn. Judith does after-school programs for all grade levels in Art at P.S. 1, a K-8 school in Brooklyn.

Hope Community Inc. is a community based non-profit a f f o r d a b l e h o u s i n g organization founded in 1968. The organization

enriches the lives of the people who live and work in East Harlem and surrounding neighborhoods through economic development, cultural arts and social services partnerships. They offer community programming initiatives, adult and youth education workshops, health forums, women empowerment workshops and financial literacy workshops. For more than three years, MaturityWorks participants have trained at Hope Community, becoming invaluable additions to their team. Through the MaturityWorks program, Hope Community has cemented a strong and productive relationship with the WorkPlace that has been beneficial to both parties. Trainees provide much needed assistance in the administrative and financial department and have work as program assistants, administrative assistants, financial assistants and receptionist. Since MaturityWorks participants have been training at Hope Community starting in 2017, two trainees have started permanent positions there, one as a receptionist and another as an administrative assistant.

MaturityWorks took immediate steps to protect our vulnerable participants by updating our sick leave policy to respond to the impacts of the current health crisis. This update enables participants to continue to receive wages if their host agency closes operations. During this time they will continue to work with the career coaches on training and individual employment plans.