scholarly journals A RISING TIDE LIFTS ALL BOATS: OLDER WORKER EMPLOYMENT RATES

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S646-S646
Author(s):  
Robert Harootyan
Keyword(s):  
Labor Force ◽  
Older Workers ◽  
Employment Growth ◽  
Population Aging ◽  
High Growth ◽  
Strong Relationship ◽  
National Average ◽  
Negative Change ◽  
Employment Rates ◽  
Force Data

Abstract U.S. population aging has been accompanied by aging of its workforce. One-fourth of workers are now 55+, a result of increasing labor force participation rates (LFPRs) of boomers. Older female LFPRs increased notably since 2000, now 34% (1.5 times greater than the 1947-2000 average). Older male LFPRs steadily declined for 50 years, but increased since 2000 (currently 45%). Despite higher LFPRs, many older workers are underemployed, unemployed or having trouble finding desired jobs. We conducted a pilot to test the hypothesis that areas with strong economic and overall-employment growth are more likely to have higher age 55+ LFPRs - i.e., strong overall demand should increase the likelihood that older persons are employed. Major metropolitan areas were selected because of their large labor pools and ACS age-specific labor force data. Of 318 large metros, we selected 14 whose 2017-2018 employment growth ranged from 0.7% to 3.3% (excluded were those with small negative change and those with concentrated special industries). Results: After calculating age-specific LFPRs from ACS five-year data and overall employment growth for each metro, we found a generally strong relationship between high growth and higher than average LFPRs for persons ages 55+. For example, two opposites: Dallas, with 3.2% employment growth, had age 55+ (five year intervals to 75+) LFPRs substantially higher than the national average (by 4-7 percentage points; significant at 0.05). But Pittsburgh, with 0.8% overall employment growth, had age 55+ LFPRs slightly lower than national average. Conclusion: A rising (economic/employment) tide lifts all boats, including older workers.

scholarly journals EMPLOYMENT AFTER NORMAL RETIREMENT AGE: EMPLOYERS’ MOTIVES AND EXPERIENCES

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S129-S130
Author(s):  
Jaap Oude Mulders
Keyword(s):  
Older Workers ◽  
Population Aging ◽  
Developed Countries ◽  
Mandatory Retirement ◽  
Retirement Age ◽  
Opportunity Structures ◽  
Labor Market Dynamics ◽  
Employment Rates ◽  
Using Data ◽  
Retirement Systems

Abstract Due to population aging, older workers in developed countries are working much longer than previous cohorts. Some older workers even extend their careers beyond normal retirement age – or the age that is traditionally associated with retirement. While earlier work has studied employees’ motives and experiences while working after normal retirement age, motives and experiences of employers remain unexplored. Understanding employers’ perspectives is imperative for a better grasp of employees’ opportunity structures and labor market dynamics. This is especially relevant in countries with mandatory retirement systems, since here employer and employee need to negotiate a new contract after normal retirement age. I study employers’ motives to and experiences with employing older workers after normal retirement age using data from a 2017 survey among 1,312 Dutch employers. The Netherlands has mandatory retirement regulations but is also seeing an increase in employment rates after normal retirement age. Results show that 54% of employers have, in recent years, employed one or more older workers beyond their normal retirement age. This is especially common in education. 70% of employers are very positive about their previous experiences with employing older workers after normal retirement age, mostly because they had rehired older workers with unique knowledge and experience. However, employers also hardly ever took the initiative for such employment arrangements, instead leaving it to the older workers to show the desire to continue working. Although employers are largely positive, they see it as a limited phenomenon, and do not consider it a solution to labor shortages.

scholarly journals How Longer Work Lives Ease the Crunch of Population Aging

2010 ◽  
Vol 24 (1) ◽  
pp. 139-160 ◽  
Author(s):  
Nicole Maestas ◽  
Julie Zissimopoulos
Keyword(s):  
Labor Force ◽  
Labor Force Participation ◽  
Older Workers ◽  
Population Aging ◽  
Productive Capacity ◽  
Work Lives ◽  
Age Related ◽  
Skill Composition ◽  
The Future ◽  
Older Men And Women

Population aging is not a looming crisis of the future—it is already here. Economic challenges arise when the increase in people surviving to old age and the decline in the number of young people alive to support them cause the growth in society's consumption needs to outpace growth in its productive capacity. The ultimate impact of population aging on our standard of living in the future depends a great deal on how long people choose to work before they retire from the labor force. Here, there is reason for optimism. A constellation of forces, some just now gaining momentum, has raised labor force participation at older ages at just the time it is needed. We examine the most important factors behind the increase in labor force participation realized to date: the shift in the skill composition of the workforce, and technological change. We argue that forces such as changes in the structure of employer-provided pensions and Social Security are likely to propel future increases in labor force participation at older ages. The labor market is accommodating older workers to some degree, and older men and women are themselves adapting on a number of fronts, which could substantially lessen the economic impact of population aging. Age-related health declines and the reluctance of employers to hire and retain older workers present challenges, but the outlook for future gains in labor force participation at older ages is promising.

scholarly journals Labor-Force Participation, Policies & Practices in an Aging America: Adaptation Essential for a Healthy & Resilient Population

Daedalus ◽  
2015 ◽  
Vol 144 (2) ◽  
pp. 41-54 ◽  
Author(s):  
Lisa F. Berkman ◽  
Axel Boersch-Supan ◽  
Mauricio Avendano
Keyword(s):  
Labor Force ◽  
Labor Force Participation ◽  
Older Workers ◽  
Population Aging ◽  
Work Organization ◽  
Well Being ◽  
The United States ◽  
Beneficial Effects ◽  
Education And Health ◽  
Younger Workers

Population aging in the United States poses challenges to societal institutions while simultaneously creating opportunities to build a more resilient, successful, and cohesive society. Work organization and labor-force participation are central to both the opportunities and challenges posed by our aging society. We argue that expectations about old age have not sufficiently adapted to the reality of aging today. Our institutions need more adaptation in order to successfully face the consequences of demographic change. Although this adaptation needs to focus especially on work patterns among the “younger elderly,” our society has to change its general attitudes toward work organization and labor-force participation, which will have implications for education and health care. We also show that work's beneficial effects on well-being in older ages are often neglected, while the idea that older workers displace younger workers is a misconception emerging from the “lump-of-labor” fallacy. We conclude, therefore, that working at older ages can lead to better quality of life for older people and to a more productive and resilient society overall.

Statistical Analysis of Women's Labor Force Data of OECD Countries

2017 ◽  
pp. 76-94
Author(s):  
Fatih Çemrek ◽  
Füsun Yenilmez
Keyword(s):  
Factor Analysis ◽  
Statistical Analysis ◽  
Multidimensional Scaling ◽  
Labor Force ◽  
Working Life ◽  
Oecd Countries ◽  
Women's Labor ◽  
Value Judgments ◽  
Employment Rates ◽  
Force Data

Women take part in working life less in proportion to men due to the reasons such as the value judgments of the societies in which they live, the roles of motherhood and housewifery which the society have imposed on them, and social gender inequality. Making use of the economic potential of the country fully and effectively depends on increasing the employment rates of women which remain behind the male employment for various reasons. In this study, it was tried to reveal differences of OECD countries in each other in terms of women's labor force variables. To realize this aim, 9 indicators of women's labor force pertaining to 32 countries, which were received from OECD Employment Outlook 2015, OECD Labor Statistics Book and OECD official website www.oecd.org, were compared with the help of Multidimensional Scaling. The study was carried out for 32 countries both two dimensionally and three dimensionally. Additionally, Factor Analysis was utilized. Determining the most remote countries together in dimensions, variables leading to differences were shown in graphics.

scholarly journals Analysis of Manpower Planning Based on Digital Economy in Cianjur Regency

2021 ◽  
Vol 3 (2) ◽  
pp. 146-153
Author(s):  
Gatiningsih
Keyword(s):  
Labor Force ◽  
Employment Growth ◽  
Descriptive Analysis ◽  
High Growth ◽  
Participation Rate ◽  
Manpower Planning ◽  
High Growth Rate ◽  
Economic Forecast ◽  
Employment Conditions ◽  
Job Opportunities

There are three main characteristics of labor problems in Indonesia: First, the high growth rate of the workforce due to the rapid flow of population growth entering the working age. Second, the number of the labor force is large, but the average has low education, and third, the labor force participation rate is high, but the average income of workers is low. This research uses qualitative methods with a descriptive analysis approach. The study was conducted in the Cianjur Regency area. Analysis of current and future employment conditions through quantitative descriptive analysis methods assisted by statistical tools. For this reason, the data used in the framework of this study are Susenas data. This research shows that the low quality of the population is a barrier to economic development. This is mainly due to the low level of education and knowledge of the workforce. The economy of Cianjur Regency in 2020 grew by 7.35%, and employment growth by 4.84%, with an elasticity of 0.6585. So that the number of job opportunities in 2015 was 354,201 people. Meanwhile, the economic forecast for Cianjur Regency in 2020 will grow by 7.72% and employment growth by 4.14%, with an employment elasticity of 0.5363. It is estimated that GRDP at the constant price of Cianjur Regency is Rp. 10,012.91 billion, and job opportunities created as many as 438,490 people.

WAGE SUBSIDIES AND THE LABOR SUPPLY OF OLDER PEOPLE: EVIDENCE FROM SINGAPORE’S WORKFARE INCOME SUPPLEMENT SCHEME

2018 ◽  
Vol 63 (05) ◽  
pp. 1101-1139
Author(s):  
TIAGO FREIRE
Keyword(s):  
Labor Supply ◽  
Labor Force ◽  
Labor Force Participation ◽  
Low Income ◽  
Older Workers ◽  
Population Aging ◽  
Control Group ◽  
Labor Market Participation ◽  
Difference In Difference ◽  
Subsidy Program

An increasing body of literature considers population aging and labor markets, focusing on the dynamics of older workers’ labor market participation. Singapore introduced the Workfare Income Supplement (WIS) scheme in 2007, targeting low-income, older workers. Previous studies show that labor force participation drops significantly after the age of 45. We examine whether a wage subsidy program can increase the labor supply of these older workers. Using Hong Kong as a control group in a difference-in-difference-in-difference approach, we find that this program increased labor force participation for women aged 60–64 by 3.1–5.5% points, but had no statistically significant impact on the labor supply of men.

scholarly journals The rise of working pensioners: the Swedish case

2016 ◽  
Vol 2016 (1) ◽  
pp. 41-66
Author(s):  
Lennart Flood ◽  
Nizamul Islam
Keyword(s):  
Economic Growth ◽  
Older Workers ◽  
Working Hours ◽  
Economic Reforms ◽  
Economic Incentives ◽  
Market Work ◽  
Age Dependency ◽  
Fiscal Impact ◽  
Employment Rates ◽  
The Eu

Abstract According to the Eurostat the old-age dependency (people aged 65 or above relative to those aged 15- 64) in the EU will rise from 28% in 2010 to 58% in 2060. During the same period total hours works are projected to fall contributing to a low projected economic growth over the next half-century. In this paper we argue that this gloomy picture might be challenged by an increase in the employment rates of older workers. Using Sweden as an illustration we show that the ratio of individuals with income from both pension and market work has increased strongly during the last decade. During the same period economic reforms have been introduced creating economic incentives in order to delay the exit from the labor market. In this paper we demonstrate the importance of these economic reforms in explaining increased working hours. The paper also evaluates the fiscal impact of the increase in the employment rates.

scholarly journals Secular Stagnation? The Effect of Aging on Economic Growth in the Age of Automation

2017 ◽  
Vol 107 (5) ◽  
pp. 174-179 ◽  
Author(s):  
Daron Acemoglu ◽  
Pascual Restrepo
Keyword(s):  
Economic Growth ◽  
Labor Force ◽  
Labor Force Participation ◽  
Older Workers ◽  
Negative Relationship ◽  
Aging Population ◽  
Demographic Changes ◽  
Negative Effects ◽  
Secular Stagnation

Several recent theories emphasize the negative effects of an aging population on economic growth, either because of the lower labor force participation and productivity of older workers or because aging will create an excess of savings over desired investment, leading to secular stagnation. We show that there is no such negative relationship in the data. If anything, countries experiencing more rapid aging have grown more in recent decades. We suggest that this counterintuitive finding might reflect the more rapid adoption of automation technologies in countries undergoing more pronounced demographic changes and provide evidence and theoretical underpinnings for this argument.

Skills and Training for the Older Population

2017 ◽  
Author(s):  
Wendy Loretto ◽  
Chris Phillipson ◽  
Sarah Vickerstaff
Keyword(s):  
Older Workers ◽  
Training And Development ◽  
Active Ageing ◽  
Training And Education ◽  
Training Development ◽  
Work Training ◽  
Employment Rates ◽  
The Uk ◽  
To Receive ◽  
And Training

Despite rises in employment rates across many countries, older workers (those aged 50+) are less likely than younger employees to receive workplace training and skills development. Using the UK as its starting focus, this chapter analyses the theoretical and empirical reasons for these gaps. The analysis covers in-work training and development, as well as considering the position of those older people who are unemployed but looking for work. The discussion also embraces the roles of training and education for older workers who may want to delay retirement or retire flexibly, and examines the relationships between training, development and active ageing. Concluding discussions highlight national and international policy initiatives to encourage investment in educating and training for this new work generation.

Sign in / Sign up

Export Citation Format

Share Document