1. RECRUITING, RETAINING AND SUPPORTING MAINE’S AGING WORKFORCE Lori Parham, State Director AARP Maine April 2016

2. Integrated Marketing | 2 The Changing Landscape of Work For the first time in modern history, workplace demographics now span four generations.

3. Integrated Marketing | 3 The Generations Traditionalists: Before 1945 Boomers: 1946-1964 Gen X: 1965-1980 Gen Y: 1980-2000

4. Integrated Marketing | 4 Helping You Harness the Power of Experience Equip workers 50+ with skills and resources that will help them leverage their competitive advantage in the job market. Engage in ongoing dialogue with employees to understand their critical business challenges and workforce needs.

5. Integrated Marketing | 5 The Business Case for Workers 50+ Experienced Workers Help Employers Maintain a Competitive Edge

6. By 2022, the number of workers age 50+ will constitute 35% of the workforce. Demand, Say Hello to Supply Sources: Aon Hewitt analysis of Bureau of Labor Statistics data, and ManpowerGroup 2014 Talent Shortage Survey

7. The Costs Are Less Than You Think

8. Turns Out, Age ISN’T Just a Number Source: Transamerica. Baby Boomers Are Revolutionizing Retirement: Are They And Their Employers Ready?” December 2014. A 2014 survey of more than 700 employers revealed the following beliefs regarding the value of older workers: (it’s a lot more than that…….)

9. Every Day is “Bring Your Commitment to Work” Day

10. Staying Power – the 50+ Are Sticking Around 4 Source: Aon Hewitt Engagement Database 2009-2013; 2014 analysis by Aon Hewitt (and not just for financial reasons…….)

11. Staying Ahead of the Curve 2013: AARP Multicultural Work and Career Study

12. What’s Important to Older Workers? Age 50-64Age 65+ Want a flexible workplace 70% Need the money 96%88% Say a 401(k) is essential 56%31% Work to support their families 74%51% Have taken time off for caregiving 19%14%

13. AARP in Maine Presence –230,000 AARP Members –39% Work Full or Part Time –9% Are Self-Employed Jobs/Work Programs –Work Reimagined w/LinkedIn –Encore Entrepreneurs –Employer Outreach –Employee Support

14. AARP in Maine Partnerships: –U.S. Small Business Administration –Local & State Chambers –CEI –SHRM Maine Chapter

15. Maine Employer Profile: Cianbro Corporation Industry: Construction, Building Winner of AARP’s Best Employers for People 50+ Award

16. Cianbro Corporation Workforce: Thirty-four percent of Cianbro employees are age 50+ The average tenure of employees age 50+ is 15.5 years

17. Cianbro Corporation Recruiting Workplace Culture

18. Cianbro Corporation Benefits - Health Benefits - Financial Retiree Opportunities

19. Characteristics of Maine Employers Variety of industries Aging workforce impacts vary considerably More local vs. more regional focus Urban v. Rural geography Some sophisticated talent management practices

20. Leveraging Maine’s Aging Workforce Recruit mature workers intentionally Create a culture that is multigenerational friendly Offer flexible work options

21. Leveraging Maine’s Aging Workforce Invest in training, career paths, new roles Facilitate knowledge transfer Foster social networks

22. Leveraging Maine’s Aging Workforce Consider using retired employees as a “just in time” workforce Hire the long-term unemployed Share “A Business Case for Workers Age 50+” with management and colleagues Sign the AARP Employer Pledge www.aarp.org/employerpledge www.aarp.org/employerpledge

23. Long-Term Unemployed 3 3 million long-term unemployed 27%27% have college degrees 43% 43% are age 55+ 300 300 employers pledge to hire

24. Ready to Rethink Your Hiring Strategies?