Older Workers
Below you can see listed all of the Breeders registered with the Purebred Sheep Breeders Association of Nova Scotia who breed Older Workers.

Staying Ahead of the Curve 2013: The AARP Work and Career Study

Staying Ahead of the Curve is AARP’s Multicultural Work and Career Study. These studies – performed in 2002, 2007, and 2013 – provide an in-depth look at workers ages 45-74: their reasons for working, perceived job security, differential treatment received because of age, their ideal work scenario, the challenges they face, their plans for retirement, and more. The study also includes an in-depth look at African Americans and Hispanics. The full report and fact sheets are now available.
The 2013 survey was fielded in November 2012 and December 2012 with a national sample of 1502 adults ages 45-74 who were working full-time, part-time, self-employed, or looking for work. Oversamples were also collected in order to yield a total of 402 African Americans and 410 Hispanics.


Social and Economic Dimensions of an Aging Population

The Program for Research on Social and Economic Dimensions of an Aging Population (SEDAP) is an interdisciplinary research program centered at McMaster University with co-investigators at seventeen other universities in Canada and abroad. The SEDAP Research Paper series provides a vehicle for distributing the results of studies undertaken by those associated with the program. Authors take full responsibility for all expressions of opinion.


Understanding the Effects of Training Programs for Vulnerable Adults on Social Inclusion as a part of Continuing Education

According to the increasing rates of unemployment and poverty a significant share of the European population can be considered at-risk-of-social exclusion. In order to combat social exclusion adult education seemed to be a possible tool, which can increase social inclusion among adult learners. This study explores factors relating to training programs considered as adult and continuing education which enhance social inclusion for vulnerable adults and their life environment. The results indicate that after following the training programs as part of continuing learning, the participants show a significant increase in activation and internalization as well as participation and connection (as processes of social inclusion). Moreover, non-parametric correlation analysis and logistical regression analysis shows that the training design feature transfer possibilities is significantly related to the increase of almost all social inclusion variables. Besides this direct surroundings and learning contents and activities only significantly relates to the increase of social inclusion variables of activation and internalization and care to the social inclusion variables of participation and connection.


Understanding Older Canadian Workers’ Perspectives on Aging in the Context of Communication and Knowledge Transfer

Background The Canadian population is aging, as is the Canadian workforce, resulting in an increase in different generations working with one another. The current study aims at understanding, from the older worker’s point of view, generational perceptions in the workplace, and further how such perceptions are linked with communication patterns as well as knowledge transfer. Analysis This study collected 167 responses from a survey of older workers. The questionnaire addressed variables under study such as intergenerational perceptions, and workplace communication and collaboration patterns. Conclusion and implications Results suggest that older workers perceived that their younger peers view them positively. Furthermore, older workers rely on accommodative communication patterns and favor knowledge transfer when interacting with younger colleagues


Baby Boomers Versus Generation X: A Study of the Unique Mentor Roles and Functions Perceived by Two Generations of Women

The purpose of this study was to test the theory of mentoring functions by comparing women in business from the Generation X and Baby Boomer generations to determine the mentor roles and functions each perceived to have most impacted their career advancement. A sample of 250 women in business, 125 each from the two generations, was used for this quantitative study. The Mentoring Functions Questionnaire (MFQ-9) developed by Castro and Scandura (2004) was implemented to determine any similarities or differences between the two generations of women. This study focused on the roles and functions developed by and expanded upon in seminal research by Kram (1983; 1985) and Burke (1984) who identified the three functions provided by a mentor which include career, psychosocial, and role modeling.


The Determinants of Older Canadians’ Labor Force Attachment

With a rapidly aging demographic, the labour force attachment of older Canadians has become a key area of policy research for mitigating ensuing economic issues. This paper examines the labour force attachment of older Canadians aged 50 years and older through the use of four labour force outcomes: labour force participation, employment status, full-time full-year status, and retirement status. Two sub-samples are created based on age to compare the impact and change in behavior of individuals approaching the normal retirement age of 65 (i.e. 50-64) to those who have passed this age (i.e. 65+). Furthermore, genders are analyzed separately in order to assess the differences in behavior between men and women. Determinants for the fouroutcomes are also assessed. These include, but are not limited to, age group, marital status, educational attainment, region of residence, and presence of children in the household. Of the analyzed determinants, the results suggest that age is the most impactful factor for men and women in both the 50-64 and 65+ sub-samples. Compared to the youngest age categories, older individuals are less likely to have strong labour force attachment. Marital status and educational attainment also demonstrate to be important determinants for the labour market outcomes of older workers. The results for marital status suggest differing experiences for men and women in the 50-64 and 65+ sub-samples and those for educational attainment generally show that higher educational attainment is associated with stronger labour force attachment.


Self-Empowerment in Later Life as a Response to Ageism

Ageism is alive and well, with old-age stereotypes lurking in public and private institutions. From the water cooler to the webpage, negative age bias is frustratingly prevalent. For older individuals, recognizing the current reality is a difficult, yet necessary, first step toward self-empowerment. Those who take that step position themselves to make their later years as productive and purposeful as they can be.


Older Workers and Federal Work Programs The Korean Senior Employment Program (KSEP)

Federal older worker programs are attracting attention due to the growing number of older workers across the world. They are uniquely situated to provide out-of-market work opportunities to older job seekers, who often find their age a barrier to securing desirable jobs. In 2004, the Korean government established its own program, the Korean Senior Employment Program (KSEP); however, literature for international readers on this innovative program is lacking. Thus, this article aims to provide an in-depth description of KSEP and a brief comparison between the Senior Community Service Employment Program in the U.S. and KSEP. The unique characteristics of KSEP include having the dual program foci on supplemental income and social participation; expanding work opportunities in the private sector beyond community-based jobs; accepting participants who are financially disadvantaged as well as those with a high desire for social participation regardless of their income; and broadening work opportunities for those with professional skills beyond repetitive, simple, and temporary jobs. This article may offer helpful insights to older worker advocates from various countries in creating or modifying their programs.


Older Workers: Can They Succeed In the Job Market?

Objectives: To identify and track the progress of mature age workers who have overcome barriers associated with their age. To identify factors contributing to successful employment outcomes for older workers. To evaluate the success rate of service providers in facilitating access to the labour market for older workers.
Methods: Three job network providers were approached: Mission Employment, Salvation Army Employment Plus and Work Ventures Inc. All three agreed to provide addresses of clients aged 45 years and over to be reached through a mail questionnaire. A total of 700 questionnaires were dispatched anonymously with the cooperation of these three organizations. A small number of follow?up interviews were also conducted with survey respondents who indicated their willingness to be interviewed, and had signed a consent form for this purpose. Several interviews were also conducted with staff at the three cooperating agencies.

Results: Of the 700 questionnaires dispatched, 163 were returned, giving a response rate of 23%. Among the respondents, 82 were employed at the time and 81 were unemployed. There were approximately equal responses from men and women. Of the 82 employed persons, 48 had obtained jobs either through answering advertisements or through personal contacts. Only 19 had obtained employment through a job network agency. The most important barrier to employment was identified as age, followed by lack of specialized skills.

Conclusions: Early intervention is essential. The chances of re?employment decline steadily with the duration of unemployment. Age discrimination stands out as the major obstacle to re?employment for older workers. Personal connections and specialized skills are more important than the activities of job network agencies. Job seekers are also handicapped by inflexibility in relation to training, travel to new locations, and acceptance of a different kind of job.


Older Worker Resource Kit for Employers

Canada, along with developed nations throughout the world, has adopted the Madrid International Plan of Action on Aging which recognizes that older people have important contributions to make socially, culturally, economically and politically. The plan is basedon the idea that older people should be able to work as long as they are able to be productive. It also emphasizes the need to build awareness of the benefits of maximizing the use of the knowledge and skills of older workers. In 2007, the Conference Board of Canada published a report entitled Ontario’s Looming Labour Shortage Challenges: Projections of Labour Shortages in Ontario and Possible Strategies to Engage Unused and Underutilized Human Resources. The report projects a “dramatic shift” in the age structure of Ontario’s population from 2006-2030. The population of those aged 65 and over was highlighted in particular as a segment that would grow significantly during this period. Estimated at 12.9 percent of the province’s population in 2006, it is projected to comprise about 20.6 percent of the population by 2030. This shift, the report said, is mostly due to the aging of the post-war Baby Boomer population.