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Employment

Workforce Trends: An AARP Study of Employers and Workers in Puerto Rico  / Research Report
January 2008— An AARP study of employers and workers in Puerto Rico suggests that to prevent a labor shortage in Puerto Rico, employers need to retain and recruit older workers. Although many companies surveyed already offer benefits attractive to the 50+ worker, they may want to consider additional benefits. (44 pages)

In Brief: Employment at Older Ages and the Changing Nature of Work  / Research Report
November 2007— A succinct summary of the AARP Public Policy Institute Issue Paper entitled Employment at Older Ages and the Changing Nature of Work in which Richard Johnson, Gordon Mermin, and Matthew Resseger of the Urban Institute examine many of the job demands workers face today, how demands have changed over time, and what they might look like in the future. (2 pages) (Publication ID: INB151)

Employment at Older Ages and the Changing Nature of Work  / Research Report
November 2007— Jobs have become much less physically demanding but more cognitively challenging over the past 35 years. In this AARP Public Policy Institute Issue Paper, Richard Johnson, Gordon Mermin, and Matthew Resseger of the Urban Institute examine many of the job demands workers face today, how demands have changed over time, and what they might look like in the future. (49 pages) (Publication ID: 2007-20)

2007 AARP Online Survey of Employers in Florida  / Research Report
October 2007— Efforts by employers in Florida to address the aging of the workforce were examined in this online survey of 108 employers across the state (and in a separate survey of 235 employers in Manatee and Sarasota counties). The study found that most employers in Florida predict a potential shortage of qualified workers, that retention of institutional knowledge and skills is important to them, and that many offer work options and accommodations for their older employees.

Multi-national SC Johnson Heads AARP's 2007 List of Best Employers for Workers Over 50  / News Release
September 2007— AARP announces the winners of the 2007 Best Employers for Workers Over 50.

AARP Profit From Experience: Perspectives of Employers, Workers and Policymakers in the G7 Countries on the New Demographic Realities  / Research Report
September 2007— How prepared are the world’s leading economies to cope with the accelerating aging of their workforces? And what are they doing about it? This AARP study by Towers Perrin explores how governments, employers and employees are responding in Canada, France, Germany, Italy, Japan, the United Kingdom and the United States. (119 pages)

AARP Bulletin Poll on Workers 50+: Executive Summary  / Research Report
September 2007— As the nation celebrated Labor Day 2007, the AARP Bulletin revealed the results of the AARP-commissioned national poll of 510 workers age 50+ which explored employment status, expected retirement age, job satisfaction, as well as workers’ experiences and opinions on age-based discrimination in the workplace. (5 pages)

Sources of Income of People Age 50 to 64 with Work Disabilities  / Research Report
May 2007— Income sources for people age 50 to 64 unable to work due to disabilities or health conditions are analyzed in this AARP Public Policy Institute Data Digest by Ke Bin Wu and Laurel Beedon. The report highlights the distribution of such individuals and of their major income sources by gender and race/ethnic group, (8 pages) (Publication ID: DD157)

White Collar, Blue Collar, Gray Hair: The Changing Composition Of Georgia's Workforce  / Research Report
May 2007— If Georgia employers are to maintain their competitive edge, employers may need to embrace a new vision of how work is done as they reach out to mature workers. This AARP compendium of employment projections, specific occupational profiles, and job trend indicators provides a guide to the changing world of work in Georgia. (205 pages)

Preparing for an Aging Workforce: A Focus on New York Businesses  / Research Report
May 2007— What New York employers are thinking and doing about aging workforce issues, including the extent of their efforts to recruit or retain older workers and protect organizational knowledge, are examined in this late 2006 AARP survey of 400 employers across the state. (22 pages)

What Older Workers Want: A Survey of AARP Members in New Mexico  / Research Report
February 2007— The current employment status of New Mexico AARP members, their plans about what to do about the retirement question, reasons for continuing to work or look for work, and experiences with potentially discriminatory acts are examined in this October 2006 telephone survey of 800 members between age 50 and 70. (26 pages)

Survey of AARP Nevada Members  / Research Report
February 2007— This mail survey was conducted by AARP to explore AARP Nevada members' personal concerns and the issues they view as top legislative priorities for AARP Nevada to work on with the State, as well as volunteerism, work or career and retirement plans, health care needs and expenditures, and utility/energy costs and services.

Preparing for an Aging Workforce: A Focus on Delaware Businesses  / Research Report
February 2007— While 62 percent of Delaware employers with at least 20 full-time employees are aware of the likelihood of experiencing shortages of qualified workers in the next five years due to older employees retiring, this late 2006 AARP telephone survey finds 26 percent consciously taking steps to prepare and only 12 percent offering incentives to encourage workers to stay. (24 pages)

Work and Well-Being Among the Self-Employed at Older Ages  / Research Report
February 2007— Patterns of self-employment at older ages, including the characteristics of older self-employed workers, the nature of their jobs, their transitions in and out of self-employment, and their wealth accumulation and portfolio diversification are addressed in this AARP Public Policy Institute Issue Paper by Julie Zissimopoulos and Lynn A. Karoly of RAND Corporation. (100 pages) (Publication ID: 2007-04)

2006 Survey of AARP Wyoming Members  / Research Report
November 2006— Concerns about identity theft, work and retirement, telecommunications, and AARP’s role in these issues and their communities are explored in four reports of findings from a mail survey of 1,052 Wyoming AARP members during the summer of 2006.

Alabama Survey of Employers' Practices for Managing An Aging Workforce  / Research Report
August 2006— Faced with the impending retirement of significant segments of the age 45+ labor force in every occupation, 95 percent of the 348 Alabama employers in this Summer 2006 AARP survey consider retaining skilled employees “very important,” but only 11 percent are taking any action to prepare to respond to losing skilled and experienced workers. (28 pages)

Attitudes Toward Work and Job Security  / Research Report
August 2006— Many of the 1,053 age 18+ U.S. workers surveyed by AARP in July 2006 say they feel fairly secure in their current jobs and, expect to continue working well into their late 60s, 70s or beyond. (11 pages)

Employing Older Workers Could Rejuvenate Corporate Efficiency  / News Release
May 2006— Thomas C. Nelson, AARP's Chief Operating Officer, wrote an op-ed challenging the paradigm that excludes older workers from today's economy.

Creating Jobs in the 21st Century  / Speech
May 2006— Thomas C. Nelson, Chief Operating Officer at AARP, discusses The Business Case for Workers 50+: A Good Investment at the OECD Forum 2006.

Update on the Aged 55+ Worker  / Research Report
May 2006— As the overall employment picture continued to brighten in 2005, this AARP Public Policy Institute Data Digest by Sara E. Rix finds that the labor force participation rate for age 55+ workers rose while remaining unchanged for those under 55. Contingent and nontraditional work arrangements, age discrimination in employment, and labor force projections are also examined. (4 pages)

Hiring Older Workers: A Solid and Sound Investment Proposition  / Opinion
February 2006— Deborah Russell, Director of the Economic Security and Work section of AARP, argues that in today's competitive global market, employers cannot afford to ignore the 50+ worker.

Phased Retirement: Who Opts for It and Toward What End?  / Research Report
January 2006— Which workers might opt for phased-retirement if opportunities were more widely available, when and under what circumstances they might do so, the factors that might be associated with taking phased retirement, and the consequences of their decisions for them and their families are explored in this AARP Public Policy Institute Issue Paper by Yung-Ping Chen and John C. Scott. (58 pages) (Publication ID: 2006-01)

In Brief: Phased Retirement: Who Opts for It and Toward What End?  / Research Report
January 2006— A succinct summary of the similarly titled AARP Public Policy Institute Issue Paper by Yung-Ping Chen and John C. Scott exploring which workers might opt for phased-retirement if opportunities were more widely available, when and under what circumstances they might do so, the factors that might be associated with taking phased retirement, and the consequences of the decisions for them and their families. (2 pages) (Publication ID: INB113)

The 50+ Workforce: An AARP Wyoming Survey of Businesses  / Research Report
January 2006— A look at how employers in Wyoming plan to recruit and retain workers age 50+, particularly in light of a future potential worker shortage. The relative importance of and the degree to which older employees possess certain important worker qualities, as well as the importance of retaining the institutional knowledge of retiring workers are examined in this 2005 AARP mail survey of 1,075 Wyoming companies. (35 pages)

The Business Case for Workers Age 50+: Planning for Tomorrow's Talent Needs in Today's Competitive Environment  / Research Report
December 2005— U. S. companies face potential loss of experienced talent in a wide range of key roles as baby boomers approach traditional retirement age. This study, prepared for AARP by Towers Perrin, a global professional services firm, details the business case for hiring and retaining the 50+ worker as an effective solution to the projected challenge of rising competition for talent in the coming years. (28 pages)

Preparing for an Aging Workforce: A Focus on New York Employers  / Research Report
November 2005— While New York businesses rate retaining skilled employees and their knowledge as important, a Summer 2005 AARP survey finds that few have taken steps to prepare for the possibility of a worker shortage when baby boomers retire. Nor have they implemented formal processes to capture the knowledge of workers who leave. (34 pages)

60 is the New 55: Older Workers and the Global Economy  / Event
April 2006— AARP Global Aging Program Idea Exchange with Sandra Lawson, Vice-President and Senior Global Economist for Goldman Sachs in New York.

Putting Aging Workforce on Employment Planning Radar: Results from an AARP Florida/Florida Trend Survey  / Research Report
October 2005— How are Florida businesses planning for an aging workforce and addressing older worker recruitment and retention concerns? This report presents results of a recent AARP survey of Florida business leaders that explores these issues. Few Florida employers, it turns out, are preparing for potential employee shortages as baby boomers approach retirement age. (4 pages)

Rethinking the Role of Older Workers: Promoting Older Worker Employment in Europe and Japan  / Research Report
October 2005— How is older-worker employment fostered in the European Union (EU) and Japan? This AARP Public Policy Institute Issue Brief by Sara E. Rix examines this question, providing data and commentary on the aging of populations, retirement trends, and the older worker, with particular focus on EU efforts to increase both the employment rate of older workers and the effective retirement age. (32 pages) (Publication ID: IB77)

American Business and Older Employees: A Focus on Midwest Employees  / Research Report
August 2005— Employers view employees ages 50+ favorably on the five qualities that they deem most essential in any employee. A telephone survey of more than 600 senior-level HR managers and executives from five Midwestern states reports this finding, which is largely consistent with results of nationwide surveys of this kind. (60 pages)

Monster and AARP Announce Alliance to Help 50+ Workers  / News Release
May 2005— Monster(R), the leading global online careers site and flagship brand of Monster Worldwide, Inc. and AARP, a nonprofit, nonpartisan membership organization that provides support services for people ages 50 and over, today announced a strategic online recruiting alliance.

State Profiles of Workers 45+  / Research Report
May 2005— State specific information about age 45+ workers in the United States – including the number of hours worked weekly, types of industries in which they work, and demographic comparisons with non-workers – is provided in this AARP compilation of vital data about America’s older workforce. (193 pages)

Seizing the Human Capital in Older Workers  / Speech
November 2004— Remarks by AARP CEO William Novelli at the Maximizing Your Workforce Wharton Impact Conference on November 10, 2004.

Older Workers: Opportunity at Our Doorstep  / Speech
September 2004— This are the remarks delivered by AARP Board Member Charles Leven at the Nikkei Senior Work-Life Forum on September 18, 2004 in Tokyo, Japan.

International Trends in Public Pensions: Towards Strong Social Security Systems  / Opinion
September 2004— Dalmer Hoskins, ISSA Secretary General, argues "after more than a decade of pension reform, it is now becoming increasingly clear that adequacy of pension benefits has been neglected in the pursuit of financial sustainability."

AARP Honors 35 Best Employers for Workers Over 50  / News Release
August 2004— AARP names 35 employers from across the U.S. “AARP Best Employers for Workers Over 50” in 2004.

Staying Ahead of the Curve 2004: Employer Best Practices for Mature Workers  / Research Report
August 2004— What the AARP Best Employers for Workers Over 50 do to attract and retain mature workers is analyzed by Mercer Human Resource Consulting within a framework designed to help companies determine which methods would be most suitable for them to adopt.

Long-Term Care Workers in Five Countries: Issues and Options  / Research Report
June 2004— Issues that affect the long-term care paraprofessional workforce in five countries—Denmark, France, the Netherlands, Canada, and Australia—are examined in this AARP Public Policy Institute Issue Paper by Sophie Korczyk.(41 pages) (Publication ID: 2004-07 )

Proceedings  / Research Report
May 2004— Proceedings from an AARP Global Aging Program Idea Exchange on offshore outsourcing and the implications for the 50+ worker.

Older Workers "Pushed" and "Pulled" Toward Self-Employment, AARP Study Finds  / News Release
March 2004— Many older workers are exchanging the role of wage and salary worker for that of the self-employed, according to an AARP study.

Offshore Outsourcing: American Competitiveness and the 50+ Worker  / Research Report
March 2004— The program will provide a brief overview and update on the offshore outsourcing debate, and address the key issues that affect workers impacted by outsourcing.

Self-Employment and the 50+ Population  / Research Report
March 2004— The relatively understudied area of self-employment in the age 50+ population is examined in this AARP Public Policy Institute Issue Paper by RAND researchers Lynn A. Karoly and Julie Zissimopoulos. It estimates trends in self-employment rates, compares the self-employed to their wage and salary counterparts, and identifies factors that determine who becomes self-employed later in their career. (121 pages) (Publication ID: 2004-03)

Home Depot and AARP Launch National Hiring Partnership  / News Release
February 2004— Press release announcing the launch of the AARP and Home Depot national hiring partnership.

Aging and Work -- A View from the United States  / Research Report
February 2004— Trends in the employment and retirement of older Americans over the past 50 years are explored by Sara Rix in this AARP Public Policy Institute Issue Paper which describes where and under what circumstances older persons are employed, speculates on what the future may hold for older workers, and identifies policies and programs that do – or could – encourage labor force attachment at later ages. (62 pages) (Publication ID: 2004-02)

Applications Now Accepted for "AARP Best Employers for Workers Over 50" for 2004  / News Release
January 2004— AARP is now accepting applications for Best Employers for Workers Over 50.

A Top 10 List for Future Employment  / News Release
September 2003— Many Boomer-age workers are poised to take service jobs when they retire from their current positions.

25 Named "AARP Best Employers for Workers Over 50" for 2003  / News Release
September 2003— 25 Named "AARP Best Employers for Workers Over 50" for 2003.

Staying Ahead of the Curve 2003: The AARP Working in Retirement Study  / Research Report
September 2003— Findings from a 2003 nationwide telephone survey of age 50-70 workers about their vision of retirement, the types of jobs that those who plan to work in retirement imagine holding, and the types of jobs currently held by today’s working retirees. (150 pages)

Exodus: A Study of Teacher Retention in America  / Research Report
September 2003— Findings from a qualitative study of the views and opinions of current and former K-12 teachers which was undertaken in order to better understand the dynamics surrounding whether teachers stay in or leave the teaching profession. (27 pages)

Employment and Income Security: Event Highlights
May 2003— On Monday, February 10, 2003, AARP, the International Labour Organization and the UN Department of Economic and Social Affairs will hold a panel discussion on Employment and Income Security in an Aging World.

Capitalizing on the Older Worker: Will It Take Another 50 Years?  / Opinion
April 2003— Sara Rix, Senior Policy Advisor of AARP’s Public Policy Institute, raises the question of why employers seem so reluctant to tap into the older pool of labor.

Geriatric Care Managers: A Profile of an Emerging Profession  / Research Report
November 2002— Results of a survey of private geriatric care managers about their background, employment history, length of time in the profession, description of clients, services provided, costs of services, and views on certification are reported in this AARP Public Policy Institute Data Digest by Robyn Stone and her colleagues at the Institute for the Future of Aging Services. (6 pages) (Publication ID: DD82)

Staying Ahead of the Curve: The AARP Work and Career Study  / Research Report
September 2002— A complex portrait of the motives, attitudes, and perceptions of workers age 45-74 in which they express their needs for an ideal job, their concerns about age discrimination, and their desire to work during the traditional retirement years. Individual links to Executive Summary and Full Report.

The Impacts of an Increase in the Social Security Retirement Age and the Medicare Eligibility Age on Social Security Disability Insurance, Medicare, and Employment  / Research Report
August 1999— If the eligibility age for Medicare is raised to 67, how many people aged 65-66 would: retain benefits under Social Security Disability Insurance? retain Medicare eligibility? remain employed? Costs and savings associated with these changes are projected in this AARP Public Policy Insitute Issue Paper based on micro-simulation models. (104 pages) (Publication ID: 9911)

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