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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)

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.

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)

Employment Planning for an Aging Workforce: Results from an AARP California Survey of Employers / Research Report
June 2007— Are California employers thinking about how changing labor force demographics, like an aging workforce trend, will affect business? This AARP survey of 514 Golden State employers with 50 or more employees tells what they’re doing now and what they’re thinking about doing next. (17 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)

2006 Alabama Member Opinion Survey / Research Report
April 2007— Health and money rank highest among all of the legislative issue and personal concern areas cited by the 892 Alabama AARP members participating in this 2006 in-depth mail assessment of their opinions and interests. (43 pages)

Looking Toward an Older Workforce: A Focus on New Mexico Employers / Research Report
April 2007— While most employers in New Mexico are aware that they are likely to experience shortages of qualified workers in the next five years due to older employees retiring, this late 2006 AARP survey of businesses with three or more workers finds only 24 percent beginning to prepare for it. (39 pages)

Valuing Older Workers – How Germany Plans to Reform Labor Practices / Opinion
March 2007— Dr. Ralf Brauksiepe MdB describes the current state-of-play of Germany's pension system and labor force. The rapidly aging population of Germany is forcing the government to enact significant reforms in order to secure a competitive and fair economy.

Training and Reskilling Practices of Healthcare Organizations / Research Report
March 2007— Finding and retaining skilled employees are critically important to healthcare employers. This survey of American Society for Healthcare Human Resources Administration members examines the extent to which healthcare organizations use training and reskilling programs to help recruit and retain older workers beyond the traditional retirement age. (28 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)

Perceptions of an Aging Workforce Trend / Research Report
February 2007— American businesses’ awareness of potential labor shortages due to baby boomers retiring with fewer younger workers following close behind – and what their organizations are doing to prepare – are examined in these November-December 2006 AARP surveys of 400 employers in each of several states.

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)

Use Of Leave By 50+ Workers For Family And Medical Reasons / Research Report
February 2007— The extent to which age 50+ workers take time off from work for medical or family-related reasons and the value of the Family and Medical Leave Act (FMLA) to these workers is explored in this January 2007 AARP survey of 1,356 midlife and older workers. (34 pages)

AARP South Carolina Caregiving in the Workplace Survey / Research Report
January 2007— Workplace resources available to employees with caregiving responsibilities for parents and loved ones are assessed in this Fall 2006 AARP survey of 587 businesses in South Carolina with at least one employee. (30 pages)

Older Worker Training: What We Know and Don’t Know / Research Report
October 2006— Training issues and questions that must be addressed to ensure the productive employment of older men and women are highlighted in this AARP Public Policy Institute Issue Paper in which Neil Charness and Sara Czaja summarize the literature on the ability of older persons to learn new skills. (36 pages) (Publication ID: 2006-22)

Preparing for an Aging Workforce: A Focus on New Hampshire Employers / Research Report
October 2006— How New Hampshire businesses, both small and large, are preparing – or not preparing – for an aging workforce in the relatively near future is explored in these reports of findings from two 2005 AARP mail surveys of 1,076 of the state’s employers.

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)

Preparing for an Aging Workforce: A Focus on Massachusetts Businesses / Research Report
August 2006— Despite demographic trends of an aging workforce, this July-August 2006 AARP telephone and Internet survey of 407 Massachusetts businesses in the Greater Boston area finds that many have not taken steps to prepare for a shortage of workers due to baby boomers retiring. (23 pages)

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)

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)

"We Shall Travel On": Quality of Care, Economic Development, and the International Migration of Long-Term Care Workers / Research Report
October 2005— Long term care in developed countries is increasingly provided by workers migrating from developing countries. This AARP Public Policy Institute Issue Paper by Donald L. Redfoot and Ari N. Houser examines demographic, social and political factors driving this phenomenon, as well as the impact of the migration on both source and receiving countries. (92 pages) (Publication ID: 2005-14)

Direct Care Workers in Long-Term Care / Research Report
May 2005— Recently published data on direct care workers in long-term care are examined in this AARP Public Policy Institute Data Digest by Bernadette Wright. Topics include: the characteristics of direct care workers, their working conditions, future demand for their services, and efforts to improve recruitment and retention. (4 pages) (Publication ID: DD117)

AARP Maine Caregiving in the Workplace Survey / Research Report
February 2005— The extent to which employers in Maine are aware of their workers’ caregiving roles, the impact of such responsibilities upon workers’ performance, and how employers are responding to their caregiving employees’ needs are examined in this Spring 2004 mail survey of 436 of the state’s businesses. (20 pages)

When the Boom Drops: A Survey of Virginia Businesses on Older Workers / Research Report
December 2004— Worker qualities important to Virginia employers and the degree to which they feel older employees possess these qualities are explored in this mail survey of 1,056 businesses in the Old Dominion. The study also gauges the extent to which employers implement approaches to retain older employees, and examines where businesses go for information on issues affecting older workers. (115 pages)

Work, Family and Caregiving in North Carolina: Perspectives from Employers and Employees / Research Report
October 2004— How workers’ need to care for relatives affects both the involved individuals and the businesses they work for is examined in these two AARP surveys of North Carolina employees and employers: 'AARP North Carolina Caregiving in the Workplace Survey' and 'AARP North Carolina Caregiving Employee Internet Survey: Balancing Work and Family.'

Breaking The Silver Ceiling: A New Generation of Older Americans Redefining the New Rules of the Workplace / Congressional Testimony
September 2004— AARP testifies before the Senate Special Committee on Aging

AARP Oregon Caregiving in the Workplace Survey / Research Report
August 2004— The extent to which workers are involved in providing care for family members, the resources available to assist them in doing this, and how their employers respond to this situation are examined in this 2004 mail survey of 572 Oregon companies with at least two employees. (20 pages)

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.

Caregiving and the American Workplace: State Surveys of Employers and Employees / Research Report
March 2004— How companies respond when employees become caregivers for aging family members is examined in this series of AARP surveys of workers and employers.

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)

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 Nursing Home Workforce: Certified Nurse Assistants / Fact Sheet
July 2001— Certified Nurse Assistants (CNAs) are the principal caregivers in nursing homes. In this AARP Public Policy Institute Fact Sheet, Steven Gregory provides an overview of CNAs' working conditions, current staffing shortages, proposals for dealing with these shortages, and the future outlook for staffing levels and other labor market factors affecting the nursing home industry. (2 pages) (Publication ID: FS86)

Health and Safety Issues in an Aging Workforce / Research Report
May 2001— Does an aging workforce mean more workers at risk of costly illness or injury? In this AARP Public Policy Institute issue brief, Sara E. Rix explores this question and examines mitigating measures employers can take to prevent problems. (16 pages) (Publication ID: IB49)