1. Designing the Age Friendly Workplace1

2. 2 MODULE 1: GETTING STARTED

3. Designing the Age Friendly Workplace3 Who Are You? –What is your name? –Who is your employer? –What is your job? Who We Are… Participant and Instructor Introductions

4. Designing the Age Friendly Workplace4 Icebreaker

5. Designing the Age Friendly Workplace5 -The workforce is aging, which means more older workers will be on the job. -Injuries and illnesses become more serious and costly with age – unless... -The stakes are high: safety, quality, health care costs, competitiveness, sustainable business practices -Some organizations will thrive, others will not. Why Are We Doing This Workshop?

6. Designing the Age Friendly Workplace6 The Gap Between Knowledge and Action AARP Survey of 400 Employers, 1998

7. Designing the Age Friendly Workplace7 83% agreed that workers approaching traditional retirement age will play a greater role in the U.S. workforce over the next decade than in previous decades. “Despite an overall awareness of the potential implications of the aging workforce, few companies have taken action to prepare.” Out of 1000 Business Executives in 2006... From: Business executives’ attitudes toward the aging workforce: Aware but not prepared? Survey conducted by BusinessWeek Research Services for AARP, October 2006. But...

8. Designing the Age Friendly Workplace8 Our Goals for the Workshop -You will learn about the aging workforce, not just about older workers -You will learn about designing an age friendly workplace, not just about a workplace for older workers -You will leave with an action plan and a set of next steps, not just with new information and awareness -You will enjoy this and be glad you came

9. Designing the Age Friendly Workplace9 -What do you want to get out of this? -What do you need to take back home? -What is within your zone of authority and responsibility? Participant and Instructor Expectations

10. Designing the Age Friendly Workplace10 -Feel free to challenge -Silence your cell phones and pagers -Be on time when returning from breaks -Participate in the exercises -Others? Ground Rules and Expectations

11. Designing the Age Friendly Workplace11 The Agenda: Aging Workforce Issues Module 1: Getting Started Module 2: The Challenges of an Aging Workforce The physical and mental changes of aging Safety, health, work ability and job performance Module 3: Dimensions of an Age Friendly Workplace The Work EnvironmentThe Individual Work Arrangements Community Support Work/Life Balance

12. Designing the Age Friendly Workplace12 Module 4: The Work Environment Using the principles of universal design Choosing the first target for your action plan Module 5: The Individual The need for health promotion and disease prevention services Choosing the second action plan target Module 6: Work/Life Balance Flexible choices both while on the job and for retirement Looking outside the workplace to community resources Choosing the third action plan target The Agenda: Strategies to Prepare

13. Designing the Age Friendly Workplace13 Module 7: Putting It All Together Reviewing the action plan list and deciding next steps The Agenda: Developing an Action Plan

14. Designing the Age Friendly Workplace14 The Aging Workforce

15. 5 1975 Washington State Population Increase SOURCE: Office of Financial Management, Forecasting Division, June 2001. Male Female 85+ 80 – 84 75 – 79 70 – 74 65 – 69 60 – 64 55 – 59 50 – 54 45 – 49 40 – 44 35 – 39 30 – 34 25 – 29 20 – 24 15 – 19 10 – 14 5 – 9 0 – 4 85+ 80 – 84 75 – 79 70 – 74 65 – 69 60 – 64 55 – 59 50 – 54 45 – 49 40 – 44 35 – 39 30 – 34 25 – 29 20 – 24 15 – 19 10 – 14 5 – 9 0 – 4 OLD YOUNG

16. SOURCE: Office of Financial Management, Forecasting Division, June 2001. 1995 Washington State Population Increase Male Female 85+ 80 – 84 75 – 79 70 – 74 65 – 69 60 – 64 55 – 59 50 – 54 45 – 49 40 – 44 35 – 39 30 – 34 25 – 29 20 – 24 15 – 19 10 – 14 5 – 9 0 – 4 85+ 80 – 84 75 – 79 70 – 74 65 – 69 60 – 64 55 – 59 50 – 54 45 – 49 40 – 44 35 – 39 30 – 34 25 – 29 20 – 24 15 – 19 10 – 14 5 – 9 0 – 4 OLD YOUNG

17. SOURCE: Office of Financial Management, Forecasting Division, June 2001. 2000 Washington State Population Increase Male Female 85+ 80 – 84 75 – 79 70 – 74 65 – 69 60 – 64 55 – 59 50 – 54 45 – 49 40 – 44 35 – 39 30 – 34 25 – 29 20 – 24 15 – 19 10 – 14 5 – 9 0 – 4 85+ 80 – 84 75 – 79 70 – 74 65 – 69 60 – 64 55 – 59 50 – 54 45 – 49 40 – 44 35 – 39 30 – 34 25 – 29 20 – 24 15 – 19 10 – 14 5 – 9 0 – 4 OLD YOUNG

18. 2005 Washington State Population Increase SOURCE: Office of Financial Management, Forecasting Division, June 2001. Male Female 85+ 80 – 84 75 – 79 70 – 74 65 – 69 60 – 64 55 – 59 50 – 54 45 – 49 40 – 44 35 – 39 30 – 34 25 – 29 20 – 24 15 – 19 10 – 14 5 – 9 0 – 4 85+ 80 – 84 75 – 79 70 – 74 65 – 69 60 – 64 55 – 59 50 – 54 45 – 49 40 – 44 35 – 39 30 – 34 25 – 29 20 – 24 15 – 19 10 – 14 5 – 9 0 – 4 OLD YOUNG

19. 2020 Washington State Population Increase SOURCE: Office of Financial Management, Forecasting Division, June 2001. Male Female 85+ 80 – 84 75 – 79 70 – 74 65 – 69 60 – 64 55 – 59 50 – 54 45 – 49 40 – 44 35 – 39 30 – 34 25 – 29 20 – 24 15 – 19 10 – 14 5 – 9 0 – 4 85+ 80 – 84 75 – 79 70 – 74 65 – 69 60 – 64 55 – 59 50 – 54 45 – 49 40 – 44 35 – 39 30 – 34 25 – 29 20 – 24 15 – 19 10 – 14 5 – 9 0 – 4 OLD YOUNG

20. Designing the Age Friendly Workplace20 Labor Force Participation Rate of Workers 65 and Over, 1948-2007 Source: U.S. Bureau of Labor Statistics Percent of Population

21. Designing the Age Friendly Workplace21 Skills Shortage By 2010, as many as 60 percent of today’s experienced utility workers will retire. (April 2005 IBEW Journal )

22. Designing the Age Friendly Workplace22 Jobs % 25-34 % 35-44Diff. Industry Aerospace133,6407%32%25% Urban Transit Systems16,8688%25%17% Waste Treatment and Disposal7,20116%31%15% Support Activities for Water Transportation 13,00813%26%13% Instruments18,63619%32%13% Transportation Departments14,28513%25%13% Remediation and Other Waste Management Services 12,64714%27%13% Water, Sewage and Other Systems8,71213%26%13% Industries with Fewest Workers in the Pipeline, Washington State (1 st Quarter, 2004) Source: Employment Security Department

23. Designing the Age Friendly Workplace23 Projected Change in Age of Population by Age Group for Washington, 2005-2025 Source: Office of Financial Management Number of People

24. Designing the Age Friendly Workplace24 1 old / 5 young 1 old / 2.5 young The Old-Age Dependency Ratio Source: Stephen Goss, Chief Actuary Social Security Administration Presentation to Senate Finance Committee 2/2/2005 %

25. Designing the Age Friendly Workplace25 Participation in Defined Contribution and Defined Benefit Retirement Plans % Source: U.S. Bureau of Labor Statistics

26. Designing the Age Friendly Workplace26 Driving Forces Growing skills gap Growing dependency ratio Need for secure health insurance between ages 50-65 Decreased confidence in pension security Growth of defined contribution pension plans Increase in full retirement age Elimination of the retirement earnings test Elimination of mandatory retirement Early signs of response

27. Designing the Age Friendly Workplace27 Projected Percent Change in Labor Force by Age Group, 2006-2016 75 and older 65 to 74 55 to 64 25 to 54 16 to 24 Source: U.S. Bureau of Labor Statistics

28. From The Daily Olympian, 9/2/2007 and 9/3/2007

29. Designing the Age Friendly Workplace29 Mervin "Shorty" Onstead, 67 Truck Driver CVS Distribution Center Somerset, Pennsylvania Bertha Miller, 78 Fire Chief Grants Pass Rural Fire Department Grants Pass, Oregon Alice Eason Ballance, 88 Director Kiddie World/Mary Alice Day Center Windsor, North Carolina Ralph L. Rhodes, 71 Letter Carrier United States Postal Service Portsmouth, New Hampshire Percy Broussard, 71 Assembly Department Oven Operator Stuller, Inc. Lafayette, Louisiana Carlos Page, 74 Senior Security Officer Augusta Entertainment Center Complex Augusta, Georgia Henry F. Deel, 75 Heavy Equipment Operator Matney Construction Grundy, Virginia Experience Works: Prime Time Awards Program 2007 Outstanding Older Workers

30. Designing the Age Friendly Workplace30 We continue to hire senior citizens because it makes good business sense. - company president Frederick Hartman Vita Needle Finds Vital Employees Among the Elderly Workforce, Nov, 2000 by Caroline Louise Cole Vita Needle is a manufacturing company whose workforce averages 76 years of age.

31. Designing the Age Friendly Workplace31 Taking Action to Prepare for the Future

32. Designing the Age Friendly Workplace32 Your Workplace How does your experience compare to what we just talked about? -Demographics -Preparation What are some examples of successful projects? … any unsuccessful ones?

33. Designing the Age Friendly Workplace33 Action Plans That Work Why some projects fail and others succeed Choosing important actions Choosing actions that matter to someone Immediate actions, not future goals Integration: a smooth fit, not just one more thing An effective method: The Breakthrough Process

34. Designing the Age Friendly Workplace34 Building My Action Plan Action AreaWhatWhoWhenHowChallengesNext Steps The Work Environment The Individual Work/Life Balance - Work Arrangements - Community Support

35. Designing the Age Friendly Workplace35 Introducing Ralph, Joyce and NPI

36. Designing the Age Friendly Workplace36 Discussion Questions What are some reasons that Ralph might have for wanting to postpone retirement past 62? What are the few things he might want to work out? Would NPI want to keep Ralph at work longer? Why or why not? How might Joyce’s experience be different from Ralph’s first years at NPI? How might it be similar? Does NPI have influence over whether Joyce stays?