December 2016— Although some employers are concerned about the potential for generational conflict in the workplace, evidence suggests that these fears are overestimated. Employers can readily support positive intergenerational relations in the workplace using a range of policies and practices. Many of these policies and practices overlap with other areas, such as training and development.
Three Things Employers Need To Know About: Compensation and Benefits For 50+ Workers — Quick Insight 11
December 2016— Employers know that competitive compensation and benefits are a key factor in helping them attract, engage, and retain the best talent, but there is less agreement about the best mix of these factors for the retainment of older members in a multigenerational workforce.
Three Things Employers Need To Know About: Training and Development For Workers 50+ — Quick Insight 10
October 2016— Employers can provide employees with training and development opportunities via a wide range of policies and practices, including on-the-job training, job transfers and rotations, coaching and mentoring, and planning.
Three Things Employers Need To Know About: Options for Continued Work or Retirement For Workers 50+ — Quick Insight 9
October 2016— There are a wide range of employer policies and practices that support employees whether they decide to retire or continue working.
March 2106—You can provide employees with workplace flexibility via a wide range of policies and practices, including where they work, when they work, how much they work, and the chance to take career breaks and leaves.
August 2014—The majority of current workers of all ages view retirement as a gradual process and regard opportunities for phased retirement as important or very important.
July 2014—The findings of recent national surveys on employer-sponsored wellness programs show that 50-80% of employers offer some type of workplace wellness programs.
June 2014—How do the effects of Human Resource Management (HRM) practices differ by age and gender? And, how do the effects of Time & Place Management (TPM) policies compare with those of other HRM policies?
May 2014—Does the influence of Time & Place Management (TPM) policies differ by worker family care responsibilities?
April 2014—Does the influence of Time & Place Management (TPM) policies on job performance differ by worker age?
March 2014—Health is a critical issue for the aging workforce, in part because age is correlated with the onset and worsening of some health conditions. Can TPM policies help older workers in poor health maintain their levels of work engagement?
February 2014—While many older workers rate their health status as good to excellent, many also report that they have chronic conditions that affect well-being.
January 2014—Encore.org (formerly Civic Ventures) took a bold step and began public conversations that challenged assumptions about the experience of aging and the productive capacities of older adults.
November 2013—In 2012, the Copenhagen Consensus Center organized a panel of leading economists to list in order of priority the most cost-effective ways to advance global welfare.
October 2013—More older women are in the workforce than ever before.
September 2013—Descriptive findings from a study conducted in collaboration with a large employer in the finance and insurance super-sector
July 2013—The older adult labor force is racially and ethnically diverse; about one quarter of workers aged 50-64 are African Americans, Hispanics, Asians, both native- and foreign-born.
June 2013—Supportive supervisors care about employees’ career goals, give credit for work well done, and help employees develop job-relevant skills and competencies. A supervisor like this can make all the difference in employees’ everyday work experiences.
Reverse Mentoring Project Results in Corporate Career Development Success Model; Multi-Generational Employee Transfer of Knowledge About Social Media
May 2013— A new published report from the Sloan Center on Aging & Work in collaboration with the Center for Work & Family, both at Boston College, on The Hartford's reverse mentoring program revealed a new strategy in corporate success models.
April 2013—Several recent surveys show that the availability of many flexible scheduling options has increased in recent years.
March 2013—Business leaders recognize that older workers will make up a larger share of their workforce in the future.
February 2013—Workplace flexibility is no longer just an innovative policy option for managing employees
December 2012—Many adults would like to delay retirement, while others who retire prematurely for various reasons.
November 2012—A Cross-National Exploration of Gender Role Perspectives
September 2012—Labor force participation among older adults has increased, compared to earlier times.
August 2012—A new research brief by the Sloan Center on Aging & Work at Boston College finds that employers need a way to think about the different aspects of the aging experience ... more »
July 2012—The analysis draws a direct link between employers’ lack of prior human resources planning and today’s skills shortage.
June 2012—Older adults today will live longer than those of previous generations, and a greater proportion of older adults rate their overall health status as good to excellent.
May 2012—Some find that they need to cut back on their hours or or retire prematurely in order to provide caregiving
April 2012—Higher educational status provides older workers with greater employability and flexibility.
March 2012—A new research paper by the Sloan Center on Aging & Work at Boston College finds that workplace flexibility initiatives, when properly matched to employee needs can provide strategic benefits to older workers and their employers.
Insights on Activity in Later Life from the Life & Times in an Aging Society Study—Engaged as We Age
January 2012—New report finds older adults' well-being tied to active engagement
December 2011—New report examines the effects of flexible practices and flexible thinking on employee outcomes
Effects of “Old-Developed” versus “Young-Developing” Country Type and Age-Related Factors on Work Engagement, Job Satisfaction, & Organizational Commitment—Generations of Talent Study
December 2011—To gather information from a global perspective about the work experiences of employees of diverse ages, the Sloan Center on Aging & Work at Boston College conducted a study titled “Generations of Talent” (GOT)
September 2011—The case study provides the first systemic look at age diversity in the American workplace and includes in-depth interviews with human resource managers and business case summaries of age-related diversity strategies.
January 2011—Decreasing salary gap and increased engagement in Mexican industry sectors
January 2011—Workplace equity, literacy and poverty challenge Nigerian government
January 2011—Mexico in need of pension system to cover half of population by 2050
December 2010—Supplemental benefits from employers assist Brazilian workers with food, housing, education
December 2010—Creating opportunities for older worker re-integration into the labor force
December 2010—Employment opportunities for vulnerable youth a priority of Brazillian government
November 2010—For Dutch, fewer work hours + more family time = less misery
November 2010—Low optimism, financial strain and sacrifice characteristic of older job seekers
November 2010—Recruiting for basic skills and anticipating staffing needs challenging for US transportation and warehousing
October 2010—Contradictions in Spanish business
October 2010—Irish combat significant pressures of labor costs with employee development
October 2010—Wholesale trade survival could hinge on job redesign
October 2010—Flexicurity central to Danish economic success
October 2010—Flexicurity central to Danish economic success
September 2010—Highlighting practices of four leading, multinational corporations—American Express, CEMEX, GlaxoSmithKline and PPG Industries.
September 2010—Access to benefits, impact of recession vary by ethnicity
September 2010—Low educated Brazilians caught between exclusion and an unregulated, informal economy
September 2010—Greek employees stressed and dissatisfied with pay ... but not bored
August 2010—Finance Sector Better Prepared than Most for Aging Workforce
August 2010—Older workers desire choice, but need more income
August 2010—Professionals flexed and satisfied, but vulnerable
August 2010—Mexican workers relatively satisfied amidst country's low productivity
August 2010—Strategies for combating the Celtic Tiger's agism
July 2010—Italians find work physically demanding, stressful, yet a good match
July 2010—Flexibility ubiquitous, work-family conflict infrequent in US construction
July 2010—Economic growth in Brazil offers more opportunity for women
July 2010—Oil export revenues overshadow Nigerian gender workforce inequalities
June 2010—Low skills, little training, unwanted turnover hallmarks of US accommodation and food services sector
June 2010—Fewer career development opportunities bode poorly for US retail sector
June 2010—Diminished talent resources could have large implications for health care delivery
June 2010—More hardship ahead for US manufacturing
May 2010—Outflow of Intellectuals Limits Italian Talent Prospects
May 2010—More Leisure, Less Opportunity for Older French Workers
May 2010—Flexibility, Safety, Stress Are Issues for Spanish
May 2010—South Africa's Informal Economy Poses Dangerous Challenge
April 2010—Child labor in India fueled by demands from informal sectors
April 2010—Young UK employees focus on earning, staying employed. Older UK employees focus on contributing
March 2010—For this study Deloitte, Fidelity and St. Luke’s Hospital, among others, shared their talent management strategies and programs through the lens of age.
March 2010—Mexican men employed, but not women or older adults
March 2010—High Employment, Unionization under Swedish Model
March 2010—More Irish working part-time, dying sooner than EU counterparts
February 2010—The End of "Retirement" as We Know It?
February 2010—Workers aged 50+ more likely to be self-employed
January 2010—Professional Skill Contribution and Flexible Schedules Key to Boomer Volunteering
January 2010—Mix of High Growth and Job Vacancies Mark UK Economy
January 2010—Changes in Labor Laws Empower Employees, Protect Worker's Rights
January 2010—Spanish Women Living Longer But Not Working
January 2010—Danish employers lead Europe in worker health benefits
January 2010—Light Touch to Regulation Aims to Promote Employer-Employee Partnerships
December 2009—South Korea Faces Dual Pressures of Aging Population
December 2009—Gender Equality Serious Focus of Swedish Employers
December 2009—Freedom, Equality and Fraternity Key Values in France's Welfare State
November 2009—Legislation emphasizes employee rights, minimizes age discrimination
November 2009—Australian unemployment low despite global economic crisis
November 2009—High compensation, low career advancement for Denmark's workers
November 2009—90% of Australian workforces employ policies to ensure no discrimination
October 2009—Financial security prompts older workers to consider working indefinitely
October 2009—Youngest workers hit hardest by crisis, re-employment harder for older cohorts
October 2009—Aging workforce forces change in Singapore—work-life policies promoted
October 2009—US Companies Unprepared for Baby Boom Exodus
September 2009—Kenya's struggles with 40% unemployment, life expectancy of 53
September 2009—Shrinking, aging workforce imminent complication for Singapore
September 2009—Agriculture sets India on precarious balance—1/2 labor force but only 1/6 GDP
August 2009—27% of adults 55-64 have postponed plans to retire
August 2009—Struggling South Africa impaired by shocking unemployment of 23%
August 2009—Denmark mix of odd lows—unemployment, self-employment, life expectancy
July 2009—Overdepency on global market hits Singapore's economy hard
July 2009—Japanese policies encourage employers to make room for older workers
July 2009—Late-career employees left out of opportunities for job training
July 2009—Older workers viewed as loyal to company, resistant to change
June 2009—UK employers—ahead on growth opportunities- adjust practices for older workers
June 2009—Quality of Employment depends on more than pay for South Korean Employees
June 2009—Employees value flexible work options, even if not utilized
June 2009—Armenian unemployment measured at 27%
June 2009—Downturn effects job security, employee engagement, work overload
June 2009—Comparing the Priorities of State Agencies and the Private Sector
June 2009—Employee health management increasingly important to employers
May 2009—Older Chinese workers value respect, younger employees value meaningful work
April 2009—21 countries show variations in treatment of part-time employees
March 2009—French employers divided over age management issue
March 2009—How "old" you are depends on your gender and nationality
March 2009—Public workforce aging more quickly than private workforce
March 2009—Workplace flexibility contributes to workplace effectiveness and employee satisfaction.
March 2009—Older female employees have lower household income than male counterparts
March 2009—Generation, career tenure define employee workplace experience
January 2009—25% of organizations reluctant to hire older workers
January 2009—Business success keeps fit with flexibility
November 2008—Studies show that employees seldom work at work.
November 2008—Unprecedented economic growth in the Chinese communist economy
November 2008—Older workers more engaged, more diverse, than younger cohorts
October 2008—Life expectancy, employment rates and economic development in South Korea
October 2008—Facts Not Equal to Reality—Older Workers Need State Support for Employment, Retirement
October 2008—Few resources available to out-of-work older adults
September 2008—Older Worker Options Limited by Current Economy
September 2008—Self-Employed Workers Stay in Workforce Longer
August 2008—Alternative work opportunities limited in the US, comparatively
June 2008—Public sector focuses on marketing for staffing, private on marketing products
April 2008—Relationship Between Age and Injury Rates Debatable
April 2008—Older Adults Have More Workplace Limitations- Lose Productivity
April 2008—Intergenerational Resource Transfer Challenges Employers, Social Policy