WorkSHIFT. ALIVE AND THRIVE BEYOND 55 Boosting the Baby Boomers who feel Busted! Robin Stone and Rhea Rosvold Radius Community Centre

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1 ALIVE AND THRIVE BEYOND 55 Boosting the Baby Boomers who feel Busted! Robin Stone and Rhea Rosvold Radius Community Centre WorkSHIFT Targeted Initiative for Older Workers

2 Agenda Why WorkSHIFT? Who were the SHIFTER s? Program Delivery Outcomes What did we learn?

3 Why WorkSHIFT? With retirement security increasingly out of reach for many older Canadians and with an expected skilled labour shortage, there are important reasons to proactively address the employment needs of older workers. Older workers who remain engaged benefit themselves, fellow employees, employers, and continue contributing to society and the economy. CARP, Engaging Older Canadians in the Workforce.

4 The A word! Ageism Perception that older workers are less desirable due to: outdated skill sets and education health issues reduced physical and mental ability unwillingness to learn, and high salary expectations.

5 Chartered Institute of Personnel and Development Research report September 2016: Attitudes to employability and talent Chartered Institute of Personnel and Development. London United Kingdom

6 Who were the SHIFTERs? Education Income Support Education Levels Post Secondary incomplete Post Secondary Diploma/Certficate Post Secondary Degree Grade

7 Length of unemployment 6 (50%) unemployed 6 months or less, 3 (25%) over six months but under I year, 2 (17%) over one year but under 1.5 years 1 (8%) retired for three years Reasons behind unemployment 6 (50%) laid off/downsized 2 (17%) dismissed 2 (17%) mental health 1 (8%) physical health 1 (8%) sold a business

8 Stage of Change at Intake 25% in Pre-contemplation 25% in Contemplation, and 50% in the Preparation stage Adapted from Prochaska and DiClemente

9 Older Worker Assets Work experience Strong communication/social skills High emotional Intelligence Some post-secondary education

10 WorkSHIFT Program Employability Dimensions HRSDC

11 Job Readiness Challenges 75% were involuntary career changers Mental health Physical health Financial responsibilities Caring for parents, adult children and grandchildren Reality of moving toward retirement

12 Job Readiness Content Thought Patterns for a Successful Career Pacific Institute Personality Preferences Multiple Intelligence Resiliency Assets, Strengths & Affirmations Stress Management Effective and Assertive Communication Conflict Management Leisure & Retirement Interests Richard L. Knowdell Career Flow (adapted)

13 Community Information and Access CMHA Anxiety and Depression, positive strategies for self-care RBC Financial Planner Financial Reality Check Saskatoon Council on Aging - Caregiver Support and resources Government of SK - Employment Standards Kelly Services - Employer view and the world of contract work SQUARE ONE Business Resource Centre YWCA Job Finding Club and Employment Services - computer skills training and ongoing supports Dress For Success - work appropriate clothing for women CHEP Good Food Box - community volunteer opportunity

14 Job Readiness Outcomes 90% stated that they had increased awareness of their strengths challenges and transferable skills for employment.

15 Career Decision Making Challenges What are your transferable skills? Is there a benefit to investing in further training? Are you willing to take a lower rate of pay to change fields?

16 Older workers often possess a wealth of experience and abilities. However, older workers may be reluctant to discuss their experiences or may be unaware that the skills they take for granted are highly marketable. Older workers need to know how to articulate their strengths and use those strengths to help them in their job search. What Works: Career-building strategies for people from diverse groups, A counsellor resource, Alberta Employment and Immigration, Career and Workplace Resources, 2010.

17 Career Decision Making Content Explore and identify transferable skills Values Personal and Work CAPS, COPES, COPS career inventory and research Motivated Skills Reflection Richard L. Knowdell Career Research Goal Setting Career Action Planning

18 Career Decision Making Outcomes 100% report they developed a suitable Career Action Plan

19 Job Search Challenges Important to develop an optimistic response to Why did you leave your last employer?. Job seekers reluctant to be selective about extent of experience/education Lots of experiences can do anything attitude Difficult to target documents and search to specific occupations

20 Job Search - Self-Marketing Tools and Skills Portfolio Development Labour Market Information Informational Interviews Company Research, Job postings Resume and Cover Letter development Interview Skills and Practice; Networking Social media - LinkedIn, Indeed.ca, monster.ca; Job Shadows/Work Placements

21 Job Search Challenges Many had little experience with interviews! When your network breaks down

22 Work Placements/Job Shadows 25% used short shadows to research and experience different occupations

23 Entrepreneurship/Contract Work One previous business owner was resource One participant met with SQUARE ONE Considered temporary contract, casual and piecework options.

24 Outcomes - SHIFTERs Said: 100% improved their self-marketing skills 100% developed an effective resume, cover letter and interview skills. 90% increased their ability to access and use labour market information. 82% increased their ability to use technology to support their job search

25 93% increased their job search confidence

26 Skills Enhancement Challenges Participants had difficulty identifying helpful short term training

27 Skills Enhancement Employment Related Certifications Food Safe WHMIS Standard First Aid & CPR Level C/AED WorldHost Customer Service Forklift Training SCOT H&R Block Income Tax Program Level 1

28 Employment Outcomes 83% (10 of 12) obtained work I have much more confidence in my abilities after being in the same job for over 30 years, I only thought of. staying in that field. Now I want to do something I might enjoy for self-satisfaction It just goes to show; you don t necessarily have to have that piece of paper to get an interview!

29 Observations Became more aware of his negative attitude toward his past employer and how it was affecting his interviews. Reported having much more confidence in her transferable skills and what she still has to offer in the labour market

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31 Lessons Learned Longer intake period may result in more cultural diversity Most participants seeking work for financial, not social, reasons. Additional one to one support during job search phase. Employer education required to promote older workers.

32 Best Practises Positive thinking strategies, tools and confidence building were crucial Mental health support was helpful for all Both the program and the age cohort group helped job seekers to see themselves in a new light Homogenous age group was helpful for understanding and working together

33 Diversity at Work - Sample Workshop

34 Other Initiatives Encore Careers Saskatoon Council on Aging Redirection: Movers, Shakers and Shifters documentary Dr. Suzanne L. Cook (CERIC s Redirection Project)

35 Questions? Comments?