Attract, Retain and Successfully Manage the Emerging Workforce

1. Attract, Retain and Successfully Manage the Emerging Workforce Sheila Fesko Institute for Community Inclusion University of Massachusetts-Boston

2. Changing Demographics • Age • Race/Ethnicity • Disability • Changing Expectations • New workplace expectations • Multigenerational issues • Universal Design Solutions for Employment

3. Aging of US Population • Baby Boomer Generation (born 1946-1964) • 78.2 million boomers as of 2005 • First wave of boomers will reach retirement age between 2008-2011 • Population over 55 years of age • 23% in 2005 • 27% in 2015 • 31 % in 2030.

4. Labor Force Participation Rate of the Working Age Population, by age 2005

5. Aging of US Workforce • Over 50 typically identified as “older worker” • Between 2006 and 2016, workers age 55-64 are expected to climb by 36.5 percent • The number of workers between the ages of 65 and 74 is predicted to increase by more than 80 percent (Bureau of Labor Statistics, 2008a). • -AARP reports that 69 percent of workers over 45 plan to continue working past 65 (AARP, 2002).

6. Projected US Population Changes 2000-2040

7. More Culturally and Linguistically Diverse • -In 2007, 24.0 million persons, or 16 percent of the U.S. labor force, were foreign born (Bureau of Labor Statistics, 2008b). • In 2000 18% of Americans spoke a language other than English at home and 8% were less than proficient in English • By 2050, the minority population — everyone except for non-Hispanic, single-race whites, will represent 55 percent of the working population (U.S. Census, 2008).

8. More Diverse in Terms of Disability • American Community Survey (2004) reports 12.1% of the working age population (21-64) has a disability • Incidence of disability will increase as the “working age population” extends beyond age 64 and workers develop age-related health conditions.

9. Prevalence of Disability--USAmerican Community Survey 2006

10. Labor Shortage? Economist disagree on whether the aging of the boomer generation will result in labor shortages. • Some estimates predict that by 2010 there will be a shortage of approximately 10 million workers in a variety of industries • Certain industries are more likely to be impacted Education Nursing Federal government (50% current employees will be eligible for retirement in next 5 years) • Regions of the country will be more significantly impacted--New England.

11. Change in Workplace Expectations • Looking for flexibility in their jobs • Emphasis on work-life balance • Movement away from defined benefit retirement options • Concern about retirement investment after Enron, etc. • Want the ability to move

12. Multi-generational Differences • Boomers--(1946-1964) • Ambitious, loyal, work as priority (workaholic) • Generation Y (1965-1979) • Individualistic, self-reliant, focus on relationships, work to live • Will have 3 careers, 12 employers. 1 self-employment • Millennium (born from 1980) • Optimistic, sense of civic duty, team oriented • Will have 5 careers, 29 employers, at least 1 self-employment

13. What this means for employers • Need to respond to different expectations/needs • Be more targeted and creative in their recruitment/outreach • Will need new ways of doing business • Support in understanding these new ways

14. Role for disability professionals • Help companies address their labor supply needs • Consultation on how to retain employees and maximize performance of individuals in the workforce • Advice on accommodation/universal design strategies

15. Universal Design Solutions for Employment • Builds off concept of universal design but broadens out from physical access to employment policies and practices • Recruitment strategies • Training approaches • Supervision • Recognition/rewards

16. Areas of expertise/consultation • Organizational culture • Flexible workplace • Supervision/management • Welcoming/accessible environments • Communication

17. Organizational Culture • Communication of values and culture in recruitment process • Proactive recruitment of diverse workforce • Develop and support internal candidates • Employees have input in organizational goals

18. Flexible workplace • Customized job description • Flexible work schedule • Flexibility about work location • Range of benefit options • Jobs can adapt to reflect changes for the individual (new skills, interests or needs) and employer (new products, staffing changes)

19. Wage and Salary Workers with Flexible Hours for Selected Occupations Harrington, 2008

20. Predictors of Employer FlexibilityFamilies and Work Institute 2008 • Non-profit • In finance and in professional service sectors • Operate in more than one location • Have fewer union members • Have fewer hourly employees • Have more women and more minorities in top positions • Have more part time workers

21. Supervision/management • Performance reviews that encourage customization • Mentoring/coaching support • Multiple training modalities • On-the job training • Experiential learning • Info presented visual, written • Progressive discipline that addresses problem and retains individual

22. Welcoming/Accessible Environments • Office layout reflects need for quiet or interaction with co-workers • Signage • Evacuation planning/safety considerations • Policy/budget for accommodations/ ergonomic equipment

23. Communication • Manner in which information is shared--Multiple approaches • Verbal, written, visual • Recognition of employee contribution/tenure • Openness to learning from multiple means (not just top down) • Difference communication styles are acknowledged and accommodated

24. Universal Design Solutions for Employment Resources • www.udsconsulting.net • Sheila Fesko • sheila.fesko@umb.edu • 617-287-4354