The Wall Street Journal February 6, 2022 11:59AM EST |The Future of Everything|”The New Post-60 Career Paths” “People in their 60s, 70s and beyond still want stimulating jobs. Researchers and workplace experts are figuring out what late-in-life careers could look like.” By LIsa Bannon.
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Summary by 2244
As it turns out companies and older workers can benefit by creating roles for older workers “people in their 60s, 70s and beyond.” Companies are not finding the staff replenishment they need and are missing out if they lose the expertise and perspective older workers can offer. Older workers are living longer and looking to continue contributing in a meaningful way but on their own terms which includes having flexibility, being able to mentor, to offer calm in a crisis and to freely give guidance. Demographics are playing out to support such an alignment as well as the “share of workers 65 and over…is expected to increase faster than any other age group between now and 2030.” (See above from the U.S. Bureau of Labor Statistics.
“Companies are devising ways to taper down and deconstruct jobs by task, and by role of project to offer more to offer more options to older workers looking for more meaningful and flexible work. Vanessa Liu (SilverLife) says “‘This is a way to create a flexible arrangement for experienced workers to stay on and keep working at 65, 70, 75 and 80.’” According to Alice Milivinti (Demographer and Co-Author) “‘purpose is crucial for older workers.’” “Older workers want flexibility in both the number of hours worked and the choice of tasks.”
Regulations and benefits will need modifying to protect and incentivize employees and employers. Benefits “need to be more in synch with older worker’s priorities.” Interestingly “evidence continues to grow that working longer is better for mental, physical and financial health.” Yet workers are reluctant to mention age but according to Chip Conley (Modern Elder Academy) “‘we shouldn’t have to feel embarrassed for making a conscious decision to take a path [of tapering down our work] that may be less traditional but may actually, in the long run, allow us to stay in the workplace longer.”