Posts Tagged “jobs for older workers”

Originally published Friday, October 24, 2014

THE older one gets, the more likely one will be subjected to age discrimination — stereotyping of and bias against people because of their age. A Duke University study found that 80 percent of respondents over age 60 experienced ageism: denigration, disrespect and marginalization by societal norms. Stereotypes of older adults abound — slow, incompetent, frail, demanding and unproductive.

Most mature workers are physically active, mentally competent and an integral part of the workforce. Thanks to medical advances, more people live longer and healthier lives than ever before. According to the Social Security Administration, a man reaching age 65 today can expect to live, on average, until age 84.3; a woman turning age 65 today can expect to live, on average, until age 86.6.

Increases in life expectancy contrast sharply with the current decline in economic security among older adults. While some workers delay retirement because they receive satisfaction from their work, many more postpone retirement because of financial pressures. During the recession, older employees accounted for a disproportionate number of layoffs. Often it takes a year for older jobseekers to find work. The jobs they find often pay less.

When older workers are treated unfairly because of age bias it constitutes age discrimination. Nearly two-thirds of workers aged 45 to 74 have seen or experienced age discrimination in the workplace, according to a 2013 study. Instead of receiving respect and recognition for their abilities, accomplishments, knowledge, wisdom and decades of experience, they were viewed as having many more negative traits than positive traits. More important, their ages negatively affected advancement and evaluations, according to an analysis in the Journals of Gerontology.

It is especially maddening to be disregarded as a viable employee because of myths associated with age in our youth-obsessed culture. In response to the myth that older workers are slow, less productive and not quality oriented, the Robert Half agency says older workers are more conscientious and productive.

What about the myth that older workers cost more to pay and cost more to insure? Many of the nation’s top corporations’ bosses say that they receive substantial return on investment when hiring mature workers. The cost is offset by quality, performance and other factors. Some studies show that it costs more to insure a 30-year-old with dependents. Eighty percent of mid- and large-sized employers say there’s no significant difference in insurance costs.

The myth about older workers having high turnover rates or missing work due to illness is refuted by the fact that older workers are less likely to change jobs. Their reduced turnover can lower employers’ expenses. The Ethel Percy Andrus Gerontology Center found that workers over age 45 had a lower rate of sick time than workers between the ages of 17 and 44 years. Additionally, older workers have fewer workplace accidents.

Age discrimination is wrong and unfair. It can have a devastating impact on the financial security and independence of older workers. Unlike race, religion or gender discrimination, age discrimination cases are virtually impossible to win because of a 2009 decision by the U.S. Supreme Court. Meanwhile, 23,000 age discrimination complaints were filed with the Equal Employment Opportunity Commission in 2012, a 20 percent increase over 2009. The court’s decision has made it easier for employers to engage in discrimination without fear of losing litigation.

In Congress, the Protecting Older Workers Against Discrimination Act (S1391/HR2852)is a bipartisan attempt to address the higher standard of proof of age discrimination set by the court. The act would establish the same standards that exist for race, gender or religious discrimination cases. Without a concerted national advocacy effort, it is unlikely that Congress will enact this legislation. Every organization representing older adults should urge Congress to act and ask all Americans to demand fairness and justice for older workers.

Tony Provine is chair of the Seattle/King County Advisory Council for Aging and Disability Services, the designated agency on aging for King County.

 

A new generation of retirees is heading back to work. Here’s some advice on how to snag one of those encore jobs

Encore! Encore! One more time.

That’s what many retired Canadians want to do: Go back to work, try something new, perhaps with fewer hours and less pay, but find a way to keep active, stay engaged and get paid for it.

Longevity is rising, we’re healthier and so the traditional notion of retirement has faded. Some want to work because they have to and others because they want to.

But if our needs are changing, our employers aren’t keeping up with the times, says Adina Lebo, chair of the downtown Toronto chapter of the Canadian Association of Retired People (CARP). Attitudes in the workplace are geared to forcing older workers out of full-time work and few employers have mechanisms to offer a transition to part-time work.

“The workforce is built to push people out at 65,” says Lebo, who joined CARP four years ago after a 30-year career in the film and TV industry. “While people are looking for a continuation of their career, or a way to apply their skills in a new area, the doors are often closed.”

CARP sponsored a job fair in Toronto last year to link employers with 50+ candidates. There was plenty of interest from companies with franchising and sales opportunities. The former requires an investment on your part and the latter uses your networks to sell products or services.

“There’s no ageism in sales,” says Lebo. “It’s on commission, so there’s no risk to the employer. They use you and your community to sell, so that was wide open.”

There are jobs out there for older works, but competition is stiff. For many, the first step is dusting off their resumes and polishing rusty interview skills.

Marie Bountrogianni, a former Ontario cabinet minister and currently Dean of the G. Raymond Chang School of Continuing Education at Ryerson University, has some advice. Here are her five top job hunting tips for older workers.

Three things to avoid in an interview:

Talking about your age: “This is always tricky,” says Bountrogianni, who has a Ph.D. in education and was chief psychologist for the Hamilton Wentworth District School Board before entering politics.

“Employers are not allowed to ask about your age, but they often hint at it. Talk around your age in constructive ways. [For example,] you can indicate that because you no longer have little children you have a lot of flexibility around scheduling.

Tipping your tech hand: “Be careful. Don’t just say you use Facebook and Twitter. Show how you have used social media to increase sales, or promote an event, so they won’t think you are on it all the time.”

Don’t say, I’m ready for a change: “While it may be very true, it sounds like you are bored, and have grown stale in your current job,” Bountrogiann says.

Two ways to spruce up your resume:

Age proof it: Don’t go back to the beginning of your career. Choose the experiences that relate to the job you are applying for. Do not put in specific dates for jobs or schooling.

Show what you have done: Use a functional, rather than chronological resume, so that you can bundle your experiences without dating them and relate skills to the job advertised.

Bountrogianni says employers want to know you’re not planning to coast at their expense.

They also want to know you are still current, so she advises taking courses in your field of interest and keeping up to date. Always have questions in an interview, because employers want you to be interested in them and about their job.

Source:  Toronto Star

 

Australia’s ageing population presents a considerable challenge to Australia’s economy. After a generation of favourable demographics and a once-in-a-lifetime terms-of-trade boom, it will be old-fashioned hard work and Australian ingenuity that determines our economic future.

One of the least discussed causes of Australia’s economic success over the past half century has been our favourable demographics. Until recently, Australia had a relatively young population, flush with working age individuals and supported by rising labour force participation among women.

That period of unprecedented success is over and the labour market participation rate is now on the skids. That is set to continue over the next generation due to the retirement of the ‘baby boomers’ and relatively low fertility rates in Australia.

Reserve Bank of Australia assistant governor Chris Kent was in Adelaide today discussing some of the implications of an ageing population on Australia’s economy. Clearly this is an issue that is on the mind of the RBA’s top brass, and rightly so, with deputy governor Philip Lowe providing an excellent analysis back in March (Coming to terms with Australia’s stark economic reality, March 13).

 

 

The implications of this trend are vast and will fundamentally change the composition of Australia’s economy. The first concern is the number of workers, with the economy becoming increasingly reliant upon a smaller share of the population to drive growth and finance government services. The share of workers in health and aged care services is set to boom but the demand for teachers may ease.

More broadly domestic demand is expected to shift increasingly towards services. According to Kent, “services constitute a larger share of total consumption for older people than for the rest of the population.” The retail sector is set to be one of the biggest losers from Australia’s ageing (A new grey area for retailers, March 24).

Kent notes that “we can expect that ageing will lead to extra demand for services at the same time that it weighs on the supply of services.” That will inevitably push the price of services higher relative to goods. But we shouldn’t blame ageing entirely for this trend, productivity growth has been much higher in goods manufacturing than in services for a long time.

There are two other issues that warrant further discussion: government finances and risk-taking.

It’s widely accepted that an ageing population will narrow the tax base and weigh on tax revenues. At the same time it will increase the demand for government health and aged care services. The Productivity Commission estimates that an ageing population could increase aged care, aged pension and health care expenditures by around 7 percentage points of nominal GDP by 2059-60.

The aged pension will come under increasing pressure due to insufficient retirement savings. Superannuation has helped to some extent, but remains insufficient for many ‘baby boomers’. Unfortunately, the superannuation tax system largely favours the wealthy, offering tax concessions that accrue primarily to those who don’t need them.

Although as noted by RBA governor Glenn Stevens, there is also the risk that ‘baby boomers’ hold too much of their wealth in property and are particularly susceptible to a market correction (Have baby boomers made a big investment mistake? September 4).

Finally, Kent notes that older Australia’s have less tolerance for risk, “including those associated with new business ventures, developing new products and services, and pursuing innovation more generally.” None of that is a surprise but it suggests that an ageing population may create an impediment for productivity.

However, according to Kent an ageing population does provide some opportunities. But I’m not sure that longer working lives is what a lot of people have in mind when they think of opportunities.

Nevertheless, higher wages will encourage some older workers to either stay in the workforce or re-enter it. To some extent we are already seeing this process in action with the participation rate among older Australians increasing significantly over the past decade. That is a trend that should continue over the next generation.

Another important point is that a longer lifespan will necessitate a rise in national savings. That said, the performance of our superannuation industry — which charges exorbitant fees for subpar work — suggests that this may not be as beneficial as it first seems.

An ageing population presents a considerable challenge for the Australian economy. Innovation and productivity growth are the two keys to solving the riddle and they will ultimately determine our long-term standard of living.

The obvious issue though is that an ageing population tends to weigh on productivity and risk-taking. It also encourages greater consumption of services — a sector where productivity growth has historically been relatively low.

Nevertheless, we will have to boost investment and productivity growth if we hope to maintain our recent economic gains.

 

Source:  Business Spectator

Speaking out: Ros Altmann iscalling for an end to ageism in theworkplace

Speaking out: Ros Altmann iscalling for an end to ageism in the workplace

The pensions revolution being driven by Chancellor George Osborne has been hailed as giving new freedoms to people over their own money. But it has also been met with a rash of criticism, most notably that giving people access to their pension pots will encourage imprudent spending and expose them to the danger of being mis-sold financial plans.

Ros Altmann, former director-general of Saga and the Government’s Business Champion for Older Workers, laughs when asked about these risks.

Altmann, a career woman of 58, is herself slap bang in the age group for which she has become Britain’s de facto spokeswoman. She is adamant that the reforms are good news and implies that sceptics are showing a lack of respect for ordinary people.

‘There is a risk that people will be enticed to spend their pension, but I trust that people are responsible enough to keep the fund until they need it, rather than just falling for a con person with a get-rich-quick scheme,’ she says.

The concerns over the pension reforms (see box, below) have been widely voiced in the City. Tom McPhail, head of pensions research at leading financial services company Hargreaves Lansdown, said: ‘The Chancellor appears to be creating the perfect environment for a mis-selling scandal.’

Altmann, speaking after a meeting with the Treasury to discuss the reforms, insists they are a response to mis-selling, rather than a likely cause of more.

‘People forget mis-selling has already been happening and it’s widespread. The pensions industry has been selling people inappropriate products for a long time. People had not been educated enough to understand what they were doing when they bought annuities,’ she said.

The sale of annuities, in which the buyer exchanges their pot of money for guaranteed annual income for life, has led to a raft of scandals.Many pensioners are thought to have been sold poor rates of income.

Altmann’s talks with the Treasury have focused on the guidance and advice that will be made available alongside the new freedoms and she is confident they will get it right. ‘The Government is putting a system in place to educate people, and this guidance is not being driven by people trying to sell something,’ she says.

Meanwhile, as an adviser on the over-50s, she is trying to promote the idea that continuing to work is better than retirement. She says: ‘The retirement dream is about stopping one day, waking up and having no work. For many people that ends up as a nightmare, but it’s too late.’

And she warns that ageism in the workplace will spell economic decline. Her contention that workers are being ‘written off’ as soon as they reach their 50s comes after figures revealed that record-breaking numbers of older workers were fuelling the self-employment boom.

The number of self-employed people aged 65 and over has doubled to 428,000, in the past five years, while the income of self-employed workers has fallen to an average £207 a week, compared with £300 a week ten years ago.

Frances O’Grady, general secretary of the Trades Union Congress, has said: ‘The figures nail the myth perpetuated by Ministers that the UK’s new self-employed workers are all young entrepreneurs. In fact, almost half are over 50.’

Altmann says: ‘Recruitment agencies don’t take you seriously, employers don’t take you seriously. If you’re in your 50s, job centres are saying, “Well, at your age, love, maybe you should retire”. They’re busy focusing on the young.

‘All across the western world, given the demographics, this is a recipe for economic decline. We’ve got an economic boost that we’re not using.

‘What is so in need of reform is that, for most people, how and when you retire isn’t a personal choice. It is something that happens to you because of other circumstances.

‘We can do better than that. Even if people want to keep on or get back into work, very often they can’t. That’s a waste. There’s still so much ageism in the workplace. The anecdotal evidence is that as soon as you reach your 50s you are considered “past it”.

‘I think it’s a carry-over from the olden days in the 1950s, 1960s even, maybe, the 1970s, when the predominant work was quite heavy manual labour. Most people in their 50s and 60s were brought up with the idea that 60 or 65 was the magic age and you didn’t work after that. It’s only as they get there that they realise that isn’t how it needs to be.

‘Employment has always been geared to that, pensions have been geared to that, and therefore employment attitudes are also geared for that.

‘Most human resources people are quite young and if they are told that someone in their 50s or 60s is old and that we need to focus on hiring the bright young things, that is who is valued, irrespective of your talent.

‘There is also a concern, which is a hangover from the final-salary pension-scheme days, that you’re much more expensive to employ. Now there’s a different mind set. People don’t mind taking less if they’re working less, or if they’re doing a different job that gives them better work-life balance.

Altmann also debunks the myth that if an older worker keeps their job, a younger one cannot get work. ‘That is an economic nonsense,’ she says. ‘I’ve got studies that show that a higher employment rate for older people is associated with a higher rate for younger people.

‘It makes sense that if there are more older than younger people and they are not working, and haven’t got huge incomes, they can’t spend that much any more. Over time, that means both young people and older people lose out.’

Altmann, who has three children and lives in North London, began her career in banking and has worked at the former US Group Chase Manhattan, Rothschild and NatWest, before Saga.

Naturally, she has no plans to retire yet and could be talking about herself when she says: ‘If you’re relatively healthy and relatively fit and don’t want to stop work, why would you expect someone to just write themselves off?’

How sweeping reforms hand freedom back to savers 

Chancellor George Osborne announced sweeping reforms to the way Britons can take private pensions in his April Budget this year.

For the first time all savers will no longer need to buy an annuity with their pension pots.

Instead of being allowed to take just 25 per cent of the pot as a lump sum on retirement and purchase an ‘income for life’ with the remainder, from April next year they will be able to withdraw the entire sum at the age of 55 and do with it as they wish.

As is the case now 25 per cent can be taken tax-free, with the rest counting as taxable income.

The 55 per cent ‘death tax’ on pension pots has also been axed, allowing pensions to be passed on tax-free in some cases.

Osborne said: ‘People who have worked all their lives should be free to choose what they do with their money, and that freedom is central to our long-term economic plan.

‘From next year they’ll be able to access as much or as little of their defined contribution pension as they want and pass on their hard-earned pensions to their families tax-free.’

Pensions Minister Steve Webb has said: ‘If people do get a Lamborghini, and end up on the state pension, the state is much less concerned about that, and that is their choice.’

Simon Laight, of law firm Pinsent Masons, has said: ‘The Government wants the pensions industry to deliver low-cost flexibility.

‘For that you need scale. We will see a “land grab” as providers rush to develop new pensions and capture market share.’

A survey by Fidelity Worldwide Investment of 500 investors retiring in the first year of the new pension freedoms found nearly half had not begun to assess their options.

 

Read more: http://www.thisismoney.co.uk/money/news/article-2798404/pm-s-pension-guru-ros-altmann-backs-older-workers-gives-warning-retirement-turn-nightmare-let-work-want-to.html#ixzz3GXnzxWzV
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The Straits Times

Professor Ursula Staudinger, who heads a centre dedicated to research on ageing at Columbia University, says old age and productivity are compatible but only if mindsets are changed so older people are motivated to continue working.
 

Rosa Finnegan loved sharing jokes, giggled like a young girl and went to work every day in Needham, the small Massachusetts town she called home. When she finally retired late last year, the snowy haired great-grandmother of three was 101.

Born in 1912, the year the Titanic sank, Mrs Finnegan died in June this year, four months after celebrating her 102nd birthday.

She may have been old, but she was certainly not the odd one out at her company, Vita Needle. The average age of workers there is 74.

But the family-run business which manufactures needles and steel pipes is no social enterprise, says Professor Ursula Staudinger, who heads a centre dedicated to research on ageing at Columbia University in New York. “This is a profitable company that has discovered the value of older workers.”

Vita Needle’s success, in many ways, reflects the findings of numerous research studies that show that human beings can remain productive and engaged right till the end of their lives, says the distinguished professor of psychology who has spent more than a decade leading inter-disciplinary research on the productive potential of human ageing.

“Old age and productivity can indeed go very well together,” Prof Staudinger told The Sunday Times. She was in Singapore at the invitation of the Tsao Foundation to deliver the charity’s annual lecture last Thursday on the opportunities presented by ageing.

In a field dominated by negative narratives – think the proverbial silver tsunami – the psychologist’s message is one of hope and promise. “We are not only living longer, but we are also healthier than ever before,” she says. “Rather than fret about ageing, we must realise that we have this enormous gift of a longer life. And we must use it well.”

An ageing population and fewer children will mean lower productivity only “if we continue doing things the way we have been in the past” by keeping labour market regulations and retirement age unchanged, for instance.

However, if people are encouraged to spend longer working lives, not necessarily in continuous employment, but with breaks for periods of further education and tending to family needs, then it is possible to be economically productive way past 70.

Companies and countries alike must begin to focus on “qualitative growth”, rather than “quantitative growth”, says Prof Staudinger.

She was born and raised in Germany which, barring Japan and Italy, has the highest proportion of older people in the world, with a fifth of its population aged 65 and above. Singapore’s elderly population is set to nearly triple in 20 years, a feat that took Europe a century to achieve.

“By qualitative growth, I mean we must intensify the investment in each individual, we bring the health and educational level up and we change the labour market qualitatively so that people are motivated to work – and maintain their productivity.”

This, she notes, is very different from a worker being forced to work because he cannot afford to retire.

Her research on ageing in the workplace has provided valuable insights into what makes older workers tick.

A study that looked at assembly-line workers at a car factory in Germany showed that workers who changed tasks at least three times over 16 years tended to function better cognitively than colleagues who did not, other things remaining equal.

“You have to have enough variability in what you do. The simpler the job, the more frequent these changes have to be.”

A crucial determinant of productivity is the mindset of the company, and especially of supervisors.

“If everyone believes these workers are less productive and this is reinforced by supervisors and company leaders, then this becomes a self-fulfilling prophecy. In the end, the older worker believes what everyone else believes. If you are not entrusted, if you are not challenged, you will not live up to the challenge,” she says.

Incentives from the state and changes in labour laws to keep the current cohort of older workers employable are one way forward, says Prof Staudinger, noting that the Singapore Government has taken several steps in this direction.

It is subsidising the wage bills of companies that hire older workers and announced earlier this month that, from next year, eligible public servants will be offered re-employment till they turn 67.

When they reach the statutory retirement age of 62, eligible workers are already offered re-employment up to the age of 65 under the Retirement and Re-employment Act which came into force in 2012.

However, current rehiring laws in Singapore give companies the option to reduce a worker’s pay when they are rehired.

Prof Staudinger warns that care must be taken to see that state support does not end up being used against the interests of workers themselves.

In Europe, state incentives to companies that hire and retain older workers are tied to criteria that ensure the workers are not discriminated against. For instance, companies are required to pay older workers the same wage they would pay a younger worker for the same job. And strict minimum wage laws ensure older workers are not exploited as cheap labour.

“While crafting laws, you have to anticipate misuse and devise ways to avoid it.”

radhab@sph.com.sg


This article was first published on Oct 12, 2014.

 

October 12, 2014
boomer bikies

Here’s a radical thought: what if Australia’s ageing population was a boon not a burden? What if greying baby boomers spelt opportunity not crisis?  The media, politicians, and Treasury have depicted the ageing population as a demographic time bomb. Too many old people and a shrinking workforce will be the country’s ruination. As the politically powerful and needy old squeeze the young dry, the result will be endless government deficits, higher taxes and lower productivity. It’s enough to make retiring baby boomers feel guilty for hoping to reach 80.

But increasingly other voices are pressing a positive view. Instead of fearing longer lives, we should be celebrating the longevity achievement as one of the greatest of modern times. Instead of regarding ageing as a period of decline, decay and dependency, we should positively embrace the ageing society. The Blueprint for an Ageing Australia is a recent report to argue this line. It says we debate the ‘challenges’ of an ageing population “as though ageing was something to be feared and shunned. We talk about the costs and burdens of ageing. This perception is misguided.” Instead, it says, we could “choose to see longer lives as a social and economic good.”

I’ve taken a while to be persuaded to this positive point of view. The growing costs of aged care, superannuation tax concessions, pensions, and especially health care are realand need to be addressed. The cost of treating dementia alone is estimated to be $83 billion by 2060. The growing inequality among older Australians is another cause of concern.

When the number of people over 65 rises from 3.1 million to 5.7 million over the 20 years to 2031 it will represent a significant shift. Australians over 65 will make up 18.7 per cent of our population compared to around 14 per cent today. The ageing population is a force that will re-shape Australia. And the wealthier elderly may have to accept some loss of government benefits in the name of fairness and revenue-raising.

But do we have to scared, very scared of this eventuality? Do we have to ring the alarm bells, and raise the pension age to 70? An ageing society creates opportunities. It’s not all about costs. And it’s time we framed the debate about the future in a more positive way. “The best way to approach it is to look for ways that older Australians can participate more effectively in our society and our economy to the best of their abilities,” the Blueprint says.

Let’s have a look at some of the opportunities. Business opportunities abound. If entrepreneurs took off their blinkers, they would see the over-60s not as an unfashionable demographic but a desirable one. It’s no secret older people have spending power. Baby boomers spend a lot on travel, recreation and culture. If you’re not rich enough to bankroll your adult children into housing, you might as well pamper yourself. The age group 50-69 alone holds more than 40 per cent of the nation’s wealth. It’s a market segment crying out for entrepreneurial attention. From dating websites, to longevity insurance, from IT products to toothpaste that promises healthy gums, and reverse parking systems that help drivers with bad necks, the possibilities are endless. It’s not just about incontinence pads, and devices of the “I’ve-fallen-and-can’t-get-up” variety that are needed. That’s the old business of old age. The new business involves technologies that promote mobility, autonomy and social connection.

Another area of opportunity is philanthropy. Many older people have considerable capacity to give more, and giving tends to increase with age. They should be assisted and encouraged to do so. “Giving provides a great way for older Australians to demonstrate that ageing isn’t a cost to society,” the Blueprint says. It recommends banks launch a “golden givers” campaign to encourage older clients to establish charitable trusts and foundations while offering services to manage the funds.

Other Australian voices also argue for a more positive approach. Patricia Edgar, author of In Praise of Ageing, says the productivity of older people is written out of the country’s GDP because we don’t include the value of the caring, voluntary and creative work they do. In this way the “dependence” of older people is exaggerated, and their economic contribution downplayed. “Our assumptions about the burden of the aged, the dependency ratio and the future workforce are riven with inaccuracy,” she says.

The Age Discrimination Commissioner, Susan Ryan, urges against “scrabbling round for a few sticks to beat our older citizens with.” At the same time she’s clear-eyed about the changes needed to embrace an ageing society. In her recent address to the National Press Club, titled Longevity Revolution – Crisis or Opportunity, she highlights the need for older people to stay in the workforce longer for their sake and the country’s. A further three per cent increase in workforce participation amongst workers aged 55 and over would contribute an extra $33 billion to the nation’s GDP – a sum to gladden the hearts of Treasurers, and young taxpayers alike.

But raising the pension age won’t achieve this. It will require a different mindset towards older workers, more flexible workplaces, an end to ageism, and more help for mid-career workers to plan for the long-term. The debate about the ageing society has used too many scare tactics. To embrace the opportunities we need a positive agenda: how can we best harness the talents, money, and willingness to work of older Australians without making them feel guilty for being alive?

 

Source:  Adele Horin:  Coming of Age

Training for an unemployed older jobseeker can be tricky. Judy Higgins of OlderWorkers.com.au provides her top tips on how the right training can help you find employment or start a whole new career.

Often if unemployed older jobseekers are lucky enough to get an interview, they are told ‘you are overqualified’, and on that basis why would you waste the time, effort and money to train. Right? Not necessarily. There are instances where training can assist you into employment.

Train into a job

Some organisations in specific skill shortage industries – aged care for instance – develop and set up their own training organisations, recruit participants from the local area, train them and place them into jobs within their organisation. This system works well for everyone. The organisation has local, trained staff and the training often leads to a job for participants. Check out your local papers or local employer websites – they often advertise for participants.

Refresh and update your skills

If you have been out of work for any length of time, it’s useful to train and update your skills. Keeping your skills relevant also addresses the myth that older workers don’t want to undertake training, and shows any prospective employer that you are keen to learn, and have made an effort to do so. This is particularly appropriate if you have been with your last employer for quite a long time; chances are you are trained to suit their way of doing things, so a generic skills update could prove very useful.

Train for a change of career

Some industries are contracting in terms of numbers of workers required – for instance the car industry, print journalism, public service (administration, policy and program/project staff). If you are coming out of such an industry then it is wise to look at training for a change of career. Take the time to do some research and find out what the growth industries are in your area. Check out your local Chamber of Commerce site and the Local Government or Council site – they often provide information on developing local industries.

Train to be self-employed

If you have received a redundancy, you may consider training in a specific area that enables you to become self-employed. You can purchase a franchise, set up a business or simply contract out your new-found skills. The word ‘seniorpreneur’ has been created due to the number of older people turning into entrepreneurs. Self-employment is a good option for some.

The old adage ‘you can’t teach an old dog new tricks’ has never been further from the truth. More and more training organisations are seeing older people in their classes. Is it something you should consider?

 

Source: https://www.mynrma.com.au/living-well-navigator/work-volunteering-blogs/training-to-boost-your-career.htm

Photographer: Carla Gottgens/Bloomberg

Signage featuring the words “Career Change” stands at a booth offering career advice at… Read More

Australia’s gyrating jobs figures are making it harder for the central bank and investors to gauge the impact of record-low interest rates on the nation’s economy.

The number of people employed fell by 29,700 last month after rising 32,100 in August, the statistics bureau said in Sydney today. It yesterday announced a review of methodology designed to smooth seasonal factors that produced a record 121,000 increase in jobs in August and would’ve shown a 172,000 loss in September.

“The admission of statistical discrepancies has essentially muddied the state of the labor market,” said Savanth Sebastian, an economist at a unit of Commonwealth Bank of Australia in Sydney. “Not only does it make it difficult for investors and analysts to get a clearer picture of employment growth, but it will result in Reserve Bank policy makers being more cautious when it comes to interest-rate decisions.”

The lack of labor market clarity complicates the central bank’s task of using a 2.5 percent cash rate to guide the economy toward domestically-driven growth that soaks up unemployed miners as a resource boom fades.

The bureau said today that in recent months key labor figures have shown “unusual volatility” and an investigation of the August data had identified “no systematic cause.” For the September numbers, the bureau found none of the previously observed seasonal movements, leading it to conclude that the adjustments made in the past weren’t appropriate for July, August and September. Instead, it opted to use raw numbers.

Current Investigation

It said the treatment of October data and future months “will depend on the estimates produced, the continuation of the current investigations and the outcome of the review.”

With the ABS to decide month by month how to treat its labor force survey results, financial markets and economists are “blind to any dramatic developments that genuinely occur in the real economy,” said Ben Jarman, a Sydney-based economist at JPMorgan Chase & Co. “With uncertainty around the labor survey dragging on, the hurdle rises for a change in the RBA cash rate.”

The Australian dollar fell immediately after the report before rebounding to trade at 88.57 U.S. cents at 1:48 p.m. in Sydney from 88.27 cents before the release. Traders are pricing in 2 basis points of reductions in the cash rate over the next 12 months, compared with 2 basis points of increases yesterday, according to an index of swaps from Credit Suisse Group AG.

The Reserve Bank of Australia has flagged a period of rates stability after reducing the benchmark to 2.5 percent last year as it seeks to avoid a growth gap emerging.

Unusually Volatile

“Labor market data have been unusually volatile of late,” RBA Governor Glenn Stevens said in a statement two days ago after leaving rates unchanged for a 14th month. “The bank’s assessment remains that although some forward indicators of employment have been firming this year, the labor market has a degree of spare capacity and it will probably be some time yet before unemployment declines consistently.”

Today’s report showed unemployment rose to 6.1 percent last month from 6 percent in August as the number of full-time jobs increased by 21,600, while part-time employment fell by 51,300. The participation rate, a measure of the labor force in proportion to the population, fell to 64.5 percent in September from 64.7 percent, the report showed.

One of Australia’s most important economic releases “now borders on being meaningless,” UBS AG Australian economist Scott Haslem said. “Further questioning the credibility in this data is the fact that the over the past three months, hours-worked in the economy fell at an annualised pace of more than 8 percent.”

 

Source:  Bloomberg News

A new study reveals the next generation of bosses will be different to the last.

baby boomer bosses

Baby boomer bosses are very traditional.

Think the boss of the future is going to be made in the model of the traditional and decisive baby boomer?

Think again.

While baby boomers have honed their skills in long-term thinking and motivating staff, Gen X and Y are doing things differently, a new report reveals.

A new report called The Great Generational Shift by recruitment firm Hudson analysed the leadership traits of 28,000 professionals globally, finding significant generational differences.

• Why Gen Y ‘slackers’ make good employees
• It’s over! Here’s how to break up with your boss
• Why coding is the new literacy

This comes as Generation Z enters the workplace, baby boomers begin to retire, and Gen X and Y step up.

The report paints a not-entirely favourable picture of some boomer bosses. While the benefits of greater experience cannot be understated, it says some boomer leaders have lower technical ability and fewer creative skills compared to the younger generations. Nearing the end of their career, they can also be less ambitious.

Hudson’s Regional Assessment Solutions Manager Dr Crissa Sumner says the new generations of leaders have a greater focus on the short-term, and are likely to lead by example. Both X and Y have strong people skills more likely to explain and relate than to persuade staff.

“We’ll see their strengths in conceptual and abstract thinking; their ability to connect the dots for others in the workplace and provide those meaningful insights for team members,” Dr Sumner says.

Developing in the fast moving digital age, Gen Y skills in particular are “potentially more relevant” for today’s business environment.


colleagues fighting

Defining a leader by generation

Baby boomer: Traditional leaders, decisive, motivating, persuasive and strategic
Generation X: Socially progressive, change-oriented and culturally sensitive
Generation Y: Abstract thinkers, meticulous, ambitious, socially confident


Dr Sumner says the research has dispelled many of the popular cliches around this generation of workers who rather than being lazy or self-centered and ambitious and people-oriented.

“What an organisation can expect is that Gen Y are likely to be leaders who are more visionary ‘thought’ leaders and role models,” she says.

“I think you can see the data links to what we are seeing in changes in the external environment, nowadays leaders don’t have to influence by information and facts, employees can get all that at their fingertips, they need someone to help them understand that data.”

In practice this means they are less hands-on and unlikely to micro-manage.

“We are seeing that Gen Y are less strategic,” Dr Sumner says.

“They are likely to keep the short-term and immediate needs as well as longer-term goals and that’s probably appropriate for today’s environment.”

But that doesn’t mean the baby boomers should be pushed out the door.

Dr Sumner says their traditional skills are going to continue to be essential for businesses.

Both Gen X and Y were lacking in these, with boomers continuing to have more power and influence over others.

Shutterstock

“I think organisations are going to have to pair up boomers and Gen Y before those skills are lost,” Dr Sumner says.

Stuck in the middle, Gen X is the most socially progressive generation. Dr Sumner says it is the one who can smooth over relationships between the ambitious Gen Ys and the traditional boomers.

This is the most altruistic generation of leaders which the report describes as natural diplomats who are “wired, self-reliant” and “autonomous” leaders.

Generation clash: how to cope

Clashes between generations are not new. Boomers are found to be judgemental of younger generations, particularly around their work ethics, while Gen Y can be critical of out-of touch older workers.

The report says boomers will need to adjust expectations, Generation X will have to step up and use their diplomatic powers, and Generation Y will learn from the established skills of older workers.

“More than ever before, it is imperative that organisations understand the profound psychological differences in how the various generations think, act and lead,” says Simon Moylan, Hudson Executive General Manager of Talent Management – Asia-Pacific.

“Organisations need to understand what it is that motivates their employees and connect the dots between the motivational drivers of those in different ages and stages.”

Mr Moylan warns companies will also need to work out which are the best leaders, and skills, to take them into the future.

How to approach a boss from generation…

Baby boomer: recognise they are going to be more strategic, so you might need to talk longer-term as they may not pay as much attention to the short-term.

Gen X: this generation has a more flexible profile, so be open.

Gen Y: they have a preference for conceptual thinking, so talk big picture, don’t get down to the nitty gritty because you’ll lose them.

Gen Z: we don’t know anything about this generation yet, so be open-minded and don’t make assumptions.

 

Source:  The New Daily

Political Correspondent
Canberra
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A MASSIVE spending burden threatens to tip the nation into decades of deficits, according to new government findings that will be released early next year to jolt parliament — and the public — into accepting another wave of budget reform.

Setting a new strategy in the political fight over difficult ­savings, Joe Hockey has decided to hold back the official analysis to maximise its impact on national debate when parliament sits in February.

The findings will set off a debate over the nation’s long-term challenges by feeding into the tax reform white paper, which will consider the GST, and influencing the federation white paper on key issues such as the mounting cost of healthcare.

Mr Hockey considered publishing the long-range Intergenerational Report this year but rejected the option in favour of timing the new Treasury analysis to prepare the ground for further savings in the May budget.

The Treasurer, who is in New York and Washington this week for a series of meetings with business leaders and fellow finance ministers, warned of a “massive growth” in costs to be revealed in the IGR as the population ages and the commonwealth struggles to keep paying for the services Australians have come to expect.

“The IGR will come out early next year — not late this year but early next year,” Mr Hockey told The Australian. “That will create a framework that will help define the destiny of the federation white paper, the tax white paper and the budget next year.

“So it is a document that will begin the national discussion about where our economy must go — which is to focus on growth and jobs, and to reduce the complexity and red tape of government.”

Highlighting the cost of inaction on major savings, the report is likely to contrast the long-term improvements from the Coal­ition’s budget measures with the steady increase in government spending if Labor, the Greens and others succeed in permanently scuttling the reforms.

Bill Shorten has vowed to destroy the government’s budget reforms in the parliament and at the ballot box, branding the savings unfair because those on low incomes feel the biggest cuts as a proportion of their income.

“Why is it that this is a government who always asks the most vulnerable to do the hardest and heaviest lifting?” the Opposition Leader said in parliament last week.

The government appears set to use the IGR to shift focus away from the immediate losers from each measure and pay more attention to the risks to future generations from continuing deficits.

The new document is expected to influence some of the government’s most fundamental tasks in the rest of this parliamentary term, including the federation white paper, as it examines the long-term savings from cutting duplication between commonwealth and state spending in areas such as health and education.

It will also have a direct impact on the tax white paper, which will examine incendiary ideas such as an increase in the rate and base of the GST, as well as the wider search for new savings for the May budget next year.

Mandated under federal law to show the nation’s fortunes over 40 years, the IGR was last issued in January 2010 and sparked a furious debate about an estimate that the population would rise to 36 million by 2040.

Labor initially aimed to produce another report three years later but chose not to as the 2013 election loomed, leading Mr Hockey to consider releasing the sensitive forecasts sometime this year. But a Senate blockade has contributed to another delay as the government tries to secure some of its budget savings in the upper house against the objections of Labor, the Greens, the Palmer United Party and others. The savings being stymied are worth about $30 billion over four years but would have a far greater impact on the long-term projections by cutting outlays on Medicare benefits, universities, family tax benefits and pensions.

Mr Hockey said he would not speculate on whether the next report would show any improvement in the deep deficits projected in the last report, which warned of a “fiscal gap” from the strain of paying for services as the population ages.

The January 2010 report found that federal government spending would exceed revenue by 2.75 per cent of GDP in 2040 on existing trends, as relatively fewer taxpayers had to carry the burden for a growing number of pensioners. Labor acted on the problem by legislating a future increase in the pension age to 67 and applying stricter tests on family tax benefits, but those reforms are not enough to fix the gap. “What the IGR will do is illustrate that the massive growth in costs associated with an ageing population have simply become more urgent for Australia to address,” Mr Hockey said.

The Coalition is seeking to extend some of the Labor reforms by making further cuts to family tax benefits — saving $7.4bn over four years from benefits worth $70bn over the same period — and trying to increase the pension age to 70.

While the pension age reform delivers no saving in the budget forward estimates, it starts to take effect from 2034 and would make a significant difference to the IGR projections. Mr Hockey confirmed to The Australian that the government was thinking of using contrasting projections in the next IGR to show the impact of its budget reforms when compared with “business as usual” if the Senate continues to stymie the changes.

“That’s certainly under consideration,” he said in an interview ahead of his visit to the US this week.

“There are some people who need to be reminded how important the structural reforms in the last budget were, and how essential they are for Australia to be able to live within its means in the future.”

A spending gap of 2.75 per cent of GDP would produce a deficit of about $50bn a year in today’s dollars. Last year’s deficit was 2.8 per cent of GDP but the government wants to cut this to 1.6 per cent in 2014-15.