Employer Spotlight: When Purpose Meets Destiny

This nonprofit is helping older adults return to work

Heather Tinsley-Fix,

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Published November 14, 2025

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AARP (Getty Images)

After four decades in the staffing industry, seasoned entrepreneur and changemaker Wanda Wallace embarked on a bold new chapter in 2023. She founded When Purpose Meets Destiny (WPMD), a nonprofit with a mission to tackle age discrimination, empower older adults to reenter the workforce and ensure financial security for workers navigating the latter stages of their careers. At age 63, Wallace understands firsthand the value and challenges of working later in life — and she is determined to ensure that others have the opportunity to do so with dignity and purpose.

Her nonprofit’s name reflects its guiding philosophy: Every person has something to contribute, no matter their age, and that aligning one’s skills and values with meaningful work can lead to a deeper sense of fulfillment.

A Commitment to Age Inclusion

To solidify her organization’s values, Wallace signed the AARP Employer Pledge on April 16, 2025. The pledge is a public commitment to supporting a multigenerational workforce, recognizing the value that experienced employees bring to the table. “I signed the AARP Employer Pledge because I am an older adult myself,” she explains. “I’ve worked in the staffing industry for over 40 years — staffing, training and helping people find meaningful employment. But over time, I’ve seen a lot of age discrimination, especially toward those 55 and older. That hit close to home, and I wanted to take a stand and let others know that my company supports older workers.” Wallace adds, “Older adults still have purpose, and many of them, after retiring, realize they want — and need — to keep working. I want to help bring that to life.”

In 2024, WPMD became a host agency for the AARP Foundation Senior Community Service Employment Program (SCSEP), a federally funded community service and work-based job training program for low-income older Americans. As an AARP Foundation SCSEP host agency, the organization provides adults age 55 and older with access to paid training and job placement assistance — giving them the tools they need to succeed in a rapidly changing economy.

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Courtesy When Purpose Meets Destiny

Creating Economic Impact Through Inclusion

At its core, WPMD is on a mission to help job seekers age 50-plus find meaningful remote employment through upskilling and career transitions. The organization offers an eight-week remote training program designed to equip participants with in-demand skills, ranging from digital literacy and remote collaboration tools to résumé building, interview coaching and financial literacy.

Upon completion, participants are connected to remote work opportunities with partner companies nationwide. “We saw a need and decided to fill it,” Wallace says. “Remote work opens the door for people who may not be able to commute, or who have caregiving responsibilities. It’s a flexible, sustainable option for older adults.”

The results have been encouraging. On June 4, 2025, the organization celebrated the graduation of its first AARP Foundation SCSEP training cohort. Four participants successfully completed the program and are now pursuing certification to begin remote work. In the first half of 2025, Wallace and her team placed 20 job seekers age 50 and above into full-time remote roles with competitive pay and benefits.

These job placements aren’t just numbers. They represent real people overcoming barriers to employment, regaining financial independence and finding renewed purpose in their work.

Closing Gaps and Strengthening the Social Safety Net

While large corporations often attract top talent with high salaries and comprehensive benefits, small and midsize businesses face more significant hurdles. Limited resources, less formal HR infrastructure and a lack of awareness about age-inclusive policies can make it difficult to compete. Wallace, who leads a team composed of workers over the age of 50, is all too familiar with the obstacles employers face in trying to do right by their teams.

“We realized that many self-employed people or small employers can’t afford traditional health insurance,” she explains. “So, we partnered with major carriers — like fellow AARP Employer Pledge Signer Humana — to create a group plan with discounted rates.” This creative solution, which launched on July 1, 2025, enables small employers to band together and offer affordable health and retirement benefits to their employees. Wallace’s organization is not only implementing the model for its own staff but also promoting it to other small employers as a scalable solution to common benefit barriers.

“We want to see more people covered, especially those over 50 who might otherwise fall through the cracks,” she says. The group plan isn’t just a win for financial wellness — it’s a tangible way to reduce disparities in health coverage among older workers, many of whom work part-time or gig jobs that offer no traditional benefits.

In addition to health care, Wallace is tackling retirement insecurity. “We’ve partnered with an insurance broker to build out 401(k) and IRA options for people who’ve never had access to those kinds of benefits before,” she says. “A lot of people assume that if you’re older and still working, you must be financially stable. But that’s not always the case. We want to help people save, invest and build the future they deserve.”

The Value of a Multigenerational Workforce

For Wallace, building a multigenerational workforce isn’t just about equity — it’s smart business. She has witnessed firsthand the advantages that a diverse team brings to productivity, collaboration and overall morale. “They show up, they stay and they mentor the younger staff,” she says. “That’s taken a lot of pressure off me and helped the business flourish.”

Older workers bring a wealth of knowledge and soft skills that are often undervalued in today’s fast-paced, tech-driven economy. Among the benefits she’s seen from embracing a multigenerational approach:

Commitment: Older workers tend to be highly dependable, loyal and less likely to switch jobs frequently.
Experience: With decades of life and professional experience, they can handle conflict, troubleshoot effectively and lead by example.
Perspective: They often take a long-term view and bring historical context that can inform better decision-making.
Mentorship: They serve as natural mentors, helping to train and support younger employees.

The cross-pollination of skills has had a measurable impact on service quality and client satisfaction.

Building a National Movement Rooted in Purpose

Wallace’s vision doesn’t stop with Atlanta. She’s expanded WPMD nationwide, bringing its innovative model to cities across the country. “The need is there,” she says. “People want to work. They just need a path, some guidance and someone who believes in them.”

Central to that expansion is her continued focus on age inclusion, skills-based training and entrepreneurship. “It’s not just about helping people find jobs anymore,” Wallace explains. “I want to help people start their own businesses. I want to help them do what they’re passionate about. That’s where I’m heading — toward mentorship, self-employment and legacy-building.”

She’s particularly interested in supporting encore careers — second- or third-career acts that align with a person’s interests, values or community service goals. These roles often emphasize purpose over paycheck and have become increasingly appealing to older adults seeking meaning in their work.

Wallace is exploring partnerships with local governments, nonprofits and workforce boards to deliver tailored training and entrepreneurship programs for aspiring business owners age 50 and above.

A Legacy of Purpose

As the staffing company continues to grow, Wallace remains focused on the bigger picture: transforming how society views aging, work and purpose. Her work is about more than job placements. It’s about reshaping narratives and creating new pathways for older adults to thrive.

Her message to employers is simple: Don’t overlook the power of experience. If you want employees who are reliable, who care and who will grow your business, look to those who’ve been in the game a while.

And her message to older job seekers? Just as clear. It’s never too late. Whether you want to go back to work, learn something new or start a business, there’s a place for you. Your purpose hasn’t expired.

With leaders like Wanda Wallace at the helm, the future of age inclusion in the workplace and long-term financial security is not just a vision. It’s becoming a reality.

Interested in learning more about how your organization can join the movement toward age inclusion? Visit aarp.org/employerpledge to find out how you can take the AARP Employer Pledge today.

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Heather Tinsley-Fix is a senior advisor at AARP, where she leads the organization's work on employer engagement and helps drive AARP's focus on providing workers 50+ with the tools they need to thrive in today's work environment.