Generations At Work

Workforce Outlook

Boosting the Economy

The Arapahoe/Douglas Workforce Board, Generations @ Work Taskforce, has identified key regional industry sectors that have the most potential for regional job creation for mature workers. Of the seven key industries identified by the Arapahoe/ Douglas Workforce Investment Board, aviation, aerospace, finance and healthcare have the greatest percentage of workers 55 and over. Arapahoe/Douglas works was able to target additional funding toward critical occupations in sector businesses through partnership through AARP Foundation. By focusing on quality training, Arapahoe/Douglas Works! placed WIA AD mature workers in placements with average annual earnings of over $40,000, and it’s Dislocated Workers in placements with average annual earnings of over $52,000.00.

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Aging Labor Force in Government Denver Metropolitan Area

This report was prepared at the request of Evan Abbott, Director of Organizational Development & Learning for Mountain States Employers Council; member, Arapahoe/Douglas Workforce Board; and chair, Arapahoe/Douglas Youth Council. The
report addresses demographic issues in the labor force in federal, state and local government within the Denver Metropolitan Area. Data for the report was compiled using Economic Modeling Specialists, Inc. (EMSI) Analyst.

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Mature Worker Programming

The Arapahoe/Douglas Workforce Investment Board Mature Worker Taskforce was formed in May 2011 in order to raise awareness in the business community about the value of mature workers in the 21st Century workforce. In addition, the Taskforce will create recommendations that assist its operator, Arapahoe/Douglas Works! in enhancing and maximizing services to mature workers.

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Prime Talent Age Bands Report & Focus Group Summation

During 2012 the Arapahoe Douglas Workforce Investment Board Taskforce on Mature Workers was charged to look at current trends , vet regional data and solicit feedback from mature job seekers and business/industry on the state of work the older worker. This report documents our findings and provides a summation of the employer focus group that was conducted.

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Workforce Age Band Denver-Aurora MSA

Mature Workers Served Through Arapahoe/Douglas Works!
• In the most recent program year, ending 6/30/12, Arapahoe/Douglas Works! served 25,368 people 45 or older; of these, 10,897 were 55 or older
• 42% of Arapahoe/Douglas Works! customers are 45 years old or older
• Nearly 18% of the customers are 55 years or older
• In job training programs, 60.6% are 45 or older; 26.5% are 55 or older
• Mature workers served range in age from 45 to 83

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GAO - Older Worker Report: Demographic Trends Pose Challenges for Employers and Workers

The number of older workers will grow substantially over the next two decades, and they will become an increasingly significant proportion of all workers. According to the CPS, there were 18.4 million workers over age 55 in the labor force in 2000, a number that BLS projects to 31.9 million by 2015. This expected increase is a consequence both of the aging of the baby boom generation and a general trend in greater labor force participation among older persons. Thirty percent of all persons over age 55 participated in the labor force in 2000 and, according to BLS projections, this percentage is expected to rise to 37 percent by 2015. If these projections prove accurate, older workers will comprise nearly 20 percent of the total labor force by 2015. (See fig. 1.) Older workers are employed in a diverse group of occupations but are more likely than younger workers to be white-collar managers or professionals. Our projections suggest that older workers will become an increasing proportion of some occupations. For example, from 2000 to 2008 the percent of teachers older than age 55 will increase from 13 percent to 19 percent, and the percent of nurses and related occupations older than age 55 will increase from 12 percent to 18 percent. (See app. I.) Due to an increase in full-time employment and a change in the composition of the older workforce toward white-collar jobs, older workers have experienced substantial real earnings increases from 1989 to 1999 compared with younger workers. Over this period, earnings increased by an aggregate 11 percent for workers age 55 to 74 compared with a 2 percent gain for workers age 40 to 54.

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Reinvesting in the Third Age: Older Adults and Higher Education

The nation is rapidly graying. Over the next 25 years, this inevitability will present numerous challenges—not only for the U.S. workforce, but for colleges and universities as well. By 2030, 20 percent of the U.S. population (more than 70 million people) will be aged 65 and older (U.S. Census Bureau, 2005c)—numbers that call for us to reframe our policies across many sectors, including workforce development, community service, and postsecondary education itself. No longer will it be enough for higher education and other leaders to focus on the education of “new” workers, or even the continuing education of mid-life professionals. This new demographic, in
fact, poses many questions about the mission of postsecondary education and potential changes to its student population, among them:
• Who makes up the older adult population?
• What are their lifelong learning motivations and needs?
• What brings older adults into college classrooms and what keeps them out?
• How should higher education reconfigure its policies and practices to broaden postsecondary
access and success for older adults?

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Myths and Facts on Older Workers

The Denver Post: Careers: Time for an encore for baby boomers

The Denver Post: Be proactive to take age out of the equation

Economy in Focus: Long Road Ahead for Older Unemployed Workers

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