KentuckianaWorks’ Post

Why host a series to help stay-at-home parents get back to work⁉ Because this is a population of our workforce with phenomenal skills and responsibilities that would make an immediate impact within any business...but it's scary to have gaps on a resume. The reality is there are less humans entering our workforce because families are having less children or none at all. Couple that with so many people retiring, we have to relook at how we write job descriptions and the rate in which we create jobs. I believe businesses will be forced to look at creating special roles that accommodate stay-at-home parents and that also tap into a retired population. This will be one way that our small businesses can retain staffing and combat our ongoing workforce issues. That's why we should host a back to work series for stay-at-home parents. #worthingtonchamber #workforce #leadership

I recently realized that about 60% of the global workforce is between the ages of 18 and 35. We boomers often complain that young people have no attention span and lack the commitment to focus on anything. However, it seems that Gen Z has developed the ability to analyze within seconds which information is relevant to them amidst the flood of data. Constant filtering is a necessity. How does this show up in the workplace? Read more in our two-part article series. Seppo.io https://bit.ly/4ebFDZH

🖐️ Stop what you're doing and watch this short video it's a bit of a wake up call - Business have to start planning now to protect their future workforce!

Exploring Ageism in Hiring: Challenges and Perceptions for Job Seekers Over 45, Part 6 By Rich Edgley Overall, employers can enhance retention rates across all demographics by implementing tailored strategies such as offering opportunities for professional development, prioritizing employee well-being, providing clear expectations, fostering trust, and creating a supportive work environment conducive to work-life balance. By understanding and addressing the unique needs of each demographic, organizations can cultivate a diverse and engaged workforce, ultimately contributing to long-term organizational success. In conclusion, this begins to underscore the multifaceted nature of ageism in hiring and highlights evidence-based strategies for promoting inclusivity and diversity in the contemporary workforce. By challenging age-related stereotypes and leveraging the valuable contributions of older workers, organizations can foster environments that facilitate innovation, creativity, and sustainable growth. References AARP. (2021). "A Business Case for Workers Age 50+." Retrieved from https://lnkd.in/g2jQEh9k Bureau of Labor Statistics. (2022). "Labor Force Statistics from the Current Population Survey." Retrieved from https://www.bls.gov/cps/ Czaja, S. J., Boot, W. R., Charness, N., Rogers, W. A., & Sharit, J. (2019). "Improving Social Media for Older Adults: Perspectives on Usability and Training." Computers in Human Behavior, 101, 444-458. Society for Human Resource Management. (2020). "Older Workers: A Snapshot of the Current Experience." Retrieved from https://lnkd.in/gSHKj3uG

By 2034, the U.S. will have more people over age 65 than under 18 for the first time. How can employers respond to this shift and harness this surging asset? In this blog post, Managing Director, Center for the Future of Aging at the Milken Institute, Diane Ty shares on why older workers are America's surging asset and how we can optimize our workforce for the future. Read the full article here: http://spr.ly/6044l6qbK. #Workforce #AgeDiversity #FutureOfWork #PolicyMakers #ThinkTanks #Recruitment #OlderWorkers

The New Age of Aging As the data here shows, people who are 65 or older now represent the fastest-growing segment of the labor force-by far. Companies will need to think in creative new ways about how to engage these workers and make the most of what they have to offer. #aging #labourmarket #HBR #research #checkitout

Our Age Inclusion in the Workplace survey results reveal that while older workers are enthusiastic about contributing to an intergenerational workforce, many feel discouraged by ageism, microaggressions, and misconceptions. Follow our link to find out more https://lnkd.in/e-WErhDs

The current workforce is, for the first time in history, made up of five different generations. This creates an unprecedented blend of perspectives in the workplace. However, instead of embracing this diversity, many hiring managers can be guilty of often unconscious ageism when they are looking at potential candidates. Generational stereotypes have infiltrated work life. They reinforce the idea of perceived disparities meaning entire cohorts are casually dismissed as "lazy," "disloyal," or "entitled" based solely on the year of their birth. A recent AARP survey, a U.S. nonprofit for Americans 50 or older, unveiled a concerning reality: over 40% of workers above 40 reported experiencing age discrimination in the past three years and the situation doesn’t appear to be any different in the UK. This alarming statistic becomes even more concerning when considering the growing proportion of older workers. Workplace approaches rooted in dubious generational science such as the flawed narrative that younger workers universally demand more flexibility create unconscious bias when hiring new team members. Potential candidates of all ages universally value flexibility, emphasising the need to eradicate age bias from hiring processes in order to create an equitable workforce. To continue reading, please, visit our blog: https://lnkd.in/eSyz2GkG

Fact: The workforce is aging. It’s estimated that by 2020, one-quarter of America’s workforce will be 55 years old and over, according to a Stanford research study . In a recent CareerBuilder survey , one third of workers who are 60 years old and over admitted they enjoy their job too much to quit. With an army of millennials on-deck, employers are just years away from what could be a wide gap of age, talent and experience. But with the right preparation, you can use this to your advantage. Here’s how to realign your workforce and recruiting strategies to meet the demands of this aging workforce. * source insperity What are you doing today to prepare for tomorrow? 55+ Life Magazine #aging #workforcesolutions #retentionstrategies #55pluslife

The Future of Work = Age Inclusive and Intergenerational! Looking to the future, a thriving workforce will be age-inclusive, spanning all ages from young adults to people over 55— which happens to be the fastest-growing segment of our workforce! Despite their skills, experience, and wisdom garnered through decades of living and working, older workers often face outdated stereotypes that hold them back. Eliminating age bias in hiring and valuing employees for what they bring to the table now and in the future will be key. Why Older Workers Matter: ·       Leadership & Mentoring ·       Institutional Knowledge ·       Stability & Reliability In a world where there are fewer younger people and a growing aging population interested in or needing to work, everyone, including older adults traditionally considered phasing out, will need to be a part of the talent pipeline. Check out this HBR article – Unlocking the Benefits of Multigenerational Workforces - https://lnkd.in/g7pv9VyM Celebrating National Employ an Older Adult Week – NEOWW – September 22 to 28th, 2024 - https://lnkd.in/gTgn-YAR #NEOWW #AgeInclusion #TalentPipeline #WorkforceDevelopment