Flexible Work Options: Work Redesign Statistic # 1666 According to a 2007 national study of employers, 24% of the respondents indicated that most/all of their full-time employees have the option of requesting changes in work responsibilities so that the job is a better fit with their skills and interests. (p. 16) Pitt-Catsouphes, M., Smyer, M. A., Matz-Costa, C., & Kane, K. (2007). The national study report: Phase II of the national study of business strategy and workforce development (Research Highlight No. 04). Chestnut Hill, MA: The Center on Aging & Work/Workplace Flexibility. Retrieved August 22, 2007 from http://agingandwork.bc.edu/documents/RH04_NationalStudy_03-07_004.pdf The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group. Flexible Work Options: Work Redesign Statistic # 1943 According to the Job Accomodation Network (JAN), "of the employers who gave cost information related to accommodations they had provided, 167 out of 366 (46%) said the accommodations needed by employees and job applicants with disabilities [including older workers] cost absolutely nothing. Another 165 (45%) experienced a one-time cost. Only 25 (7%) said the accommodation resulted in an ongoing, annual cost to the company." (p. 2) Job Accomodation Network. (2007). Workplace accomodations: Low cost, high impact. Morgantown, WV: Office of Disibility Employment Policy. Retrieved from http://www.jan.wvu.edu/media/LowCostHighImpact.pdf The research findings of the Job Accomodation Network (a service of the U.S. Department of Labor’s Office of Disability Employment Policy) address the costs and benefits of job accomodations for people with disabilities, including older workers.  In total, the University of Iowa’s Law, Health Policy, and Disability Center (LHPDC) interviewed 1,182 employers between January 2004 and December 2006 who contacted JAN. The employers represented a range of industry sectors and sizes. Flexible Work Options: Work Redesign Statistic # 2067 According to a 2006 survey, among strategies to retain older workers, alternative job design has been adopted by 18% of respondents and is planned for the future by 25%. However, 57% have neither offered nor planned to implement this strategy. (p. 12) Corporate Voices for Working Families, WorldatWork, & Buck Consultants. (2006). The real talent debate: Will aging boomers deplete the workforce?. Washington, DC: Corporate Voices for Working Families. Retrieved from http://www.cvworkingfamilies.org/downloads/TalentDebate.pdf?CFID=22487671&CFTOKEN=60403015 In October, 2006, an Internet-based survey was used to evaluate the impact of an aging workforce on the American marketplace. Four hundred eighty-seven organizations contributed to the survey database. Approximately 64 percent of the responses came from companies having 1,000 employees or more, with 20 percent of the companies surveyed reporting at least 20,000 employees. The primary objective of this survey was to assess the overall degree to which respondents considered the pending retirement of "baby boomer" employees, and reduced employee availability in succeeding generations, to be a significant issue.