Possible Benefits for Both Older and Younger Refugee Clients
It’s difficult to address the additional barriers faced by older refugees, who often look older than their actual age. Useful new research about the aging U.S. workforce offers information that could help us better serve the younger AND older workers on our case loads.
First, consider these two facts included in a recent survey by the Society for Human Resource Management Foundation.
- Between 2012-2022, there will be a 74% change in workforce participation among workers age 65+.
- Both workers and employers define “older” as beginning at 50 years of age.
Better Incentives and Accomodation of Older Workers
As employers increase recognition of the importance of an older workforce, they will offer more incentives like flexible hours, enhanced visibility and tech training that could help our clients, too. Stronger employer recognition of the value of older workers will be an advantage, as well.
Download The Aging Workforce: Leveraging the Talents of Mature Employees, from the Society of Human Resource Management (SHRM) Foundation’s Effective Practice Guidelines Series. It highlights a number of employer best practices that could give you ideas for new job development targets or helpful information to share with existing employer partners.
New Opportunities for Younger Workers
As the workforce ages, there will not be enough younger workers to fill openings, particularly in manufacturing or STEM trades. (STEM is science, technology, engineering and math.)
Build employer relationships in these fields and look for short term training programs or higher education options to help clients access these growth sectors.