Education and Training

Statistic # 776

According to the 2003 Eldercare Survey conducted by Society for Human Resource Management (SHRM), “11% of HR professionals reported their organization trains managers to understand and deal with employee eldercare issues. In other words, nearly nine out of 10 respondents stated that their organization does not specifically train managers in these issues. Because eldercare is such a private issue, and with employees of different generations heading up departments, understanding eldercare issues is an important management skill.” (p.8)


Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E. M.

“In June 2003, the Society for Human Resource Management (SHRM) conducted a survey on eldercare. The impact of eldercare issues on the workforce is an area of growing concern for employers and HR professionals. As more people are dealing with eldercare issues, these issues have begun to impact the workplace and are expected to increase in the years to come. The survey explored current eldercare policies and benefits, the effect of eldercare issues on workers, as well as definitions of an elder, and views of eldercare as an employer issue. The following report provides an analysis of the results. An e-mail with the survey’s Web address was sent to 2,000 randomly selected SHRM members. Of these, 1,725 were successfully delivered to respondents, and 289 HR professionals responded, yielding a response rate of 17%. The report analyzes the results of the survey. The results are analyzed first by overall responses and then by industry and organization size... “

Education and Training

Statistic # 1670

Approximately 2 of every 5 (39.7%) of the employers stated that they train their supervisors on managing a multi-generational workforce. (p. 17)

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.

Education and Training

Statistic # 1672

Among the organzations responding to a 2007 national survey, the return on investment (ROI) is measured on the following HR priorities: initiatives to increase retention (52.6%), training initiatives (44.1%), diversity initiatives (33.8%), wellness initiatives (43.4%) and initiatives to improve recruitment (43.5%). (p. 18)

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.

Education and Training

Statistic # 1685

Approximately 25% of employers responding to a 2007 national survey stated that it is "true/very true" that early-career  (26.5%) and late-career (25.3%) employees are difficult to train.  For mid-career employees, 19.7% reported that this concern. (p. 20)

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.

Education and Training

Statistic # 1926

According to a 2007 AARP report, "updating and using knowledge" was required in jobs held by 20.4% of workers aged 50-61, and 17.3% of those aged 62 or older.  Among younger workers, 9.4% of those aged 25 and younger and 19.9% of those aged 26-49 had jobs with this demand. (Table 3, p. 21)

Johnson, R. W., Mermin, G., & Resseger, M. (2007). Employment at older ages and the changing nature of work. Washington D.C.: AARP. Retrieved February 18, 2008 from http://www.aarp.org/research/work/employment/2007_20_work.html 

This paper examines employment trends and the challenges older adults face in the workplace.The study used detailed occupational characteristics from the Occupational Information Network (O*NET) to examine job demands. It linked this information to individual workers in the March 1971 and March 2006 Current Population Surveys. 

Education and Training

Statistic # 1930

Based on a 2005 analysis of data from the Displaced Workers Survey, "one academic year of community college retraining raises older males' earnings--those 35 or older--by about 7 percent and older females' earnings by about 10 percent." ...If the coursework included quantitative vocational or academic subject areas, "such retraining increased the long-term quarterly earnings of older male displaced workers by about 10 percent. Among women, the gains were larger." (p. 59)

Jacobson, L. S., LaLonde, R., & Sullivan, D. (2005). Is retraining displaced workers a good investment? Federal Reserve Bank of Chicago Economic Perspectives, 29(2), 47-66. Retrieved from http://www.chicagofed.org/publications/economicperspectives/ep_2qtr2005_part5_jacobson_lalonde_sullivan.pdf

This article examines the consequences of worker dislocation and the potential of retraining policy to ameliorate these effects. Authors analyzed data from the Displaced Workers Survey (DWS), which is part of the Census Bureau's Current Population Survey.

Education and Training

Statistic # 1933

Based on a 2004 analysis of data from the 2001 Survey of Income and Program Participation (SIPP), employers provided an average of 11.2 hours of training for workers 24 and younger, 14.5 hours for workers aged 25-34, 12.6 hours for workers ages 35-44, 12.2 hours for workers age 45-54, and 5.3 hours for workers age 55 and older. (Exhibit 13, p. 101)

Mikelson, K. S., & Nightingale, D. S. (2004). Estimating public and private expenditures on occupational training in the United States. Washington, DC: US. Department of Labor Employment and Training Administration. Retrieved from http://wdr.doleta.gov/research/FullText_Documents/training%5Fexpenditures%5Fpaper%5F6%5F30%5F06%2Epdf

This study examines both publicly- and privately-funded job training. Federal agency representatives were asked to estimate, by program, the total annual expenditures on job training, the annual number of trainees, and per trainee costs for each year from 1998 through 2003. Data from the 2001 SIPP (Survey of Income and Program Participation), a national survey ranging from 14,000 to 36,700 households, was analyzed.

Education and Training

Statistic # 1934

Based on analysis of data from 2001 SIPP data, 13.7% of workers aged 55 and older participated in employer-provided training during the previous year. In comparison, 21.5% of workers aged 45-54, 22.5% of workers 35-44, 23.9% of workers 25-34, and 14.9% of workers 24 and younger participated in employer-sponsored training. (Exhibit 12, p. 100)

Mikelson, K. S., & Nightingale, D. S. (2004). Estimating public and private expenditures on occupational training in the United States. Washington, DC: US. Department of Labor Employment and Training Administration. Retrieved from http://wdr.doleta.gov/research/FullText_Documents/training%5Fexpenditures%5Fpaper%5F6%5F30%5F06%2Epdf

This study examines both publicly- and privately-funded job training. Federal agency representatives were asked to estimate, by program, the total annual expenditures on job training, the annual number of trainees, and per trainee costs for each year from 1998 through 2003. Data from the 2001 SIPP (Survey of Income and Program Participation), a national survey ranging from 14,000 to 36,700 households, was analyzed.

Education and Training

Statistic # 2065

In a 2006 survey of employers, respondents indicated that to encourage knowledge transfer, the two most utilized programs were intergenerational work teams (32 percent) and formal mentoring programs (31 percent). Other approaches include specific training programs designed to transfer knowledge (21 percent) and identifying and planning for addressing potential gaps in knowledge (21%). (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.

Education and Training

Statistic # 2097

In a 2007 McKinsey survey of business executives covering 93 countries in all the main regions of the world, 72% report that they are looking externally for the right people to lead their organizations to meet the challenges they face. Of the respondents who report that their organizations have the right people internally, 79% feel that those people need to acquire new skills to meet future challenges. (exhibit 4, p. 8)

McKinsey & Company. (2007). The organizational challenges of global trends: A McKinsey global survey. McKinsey Quarterly, Retrieved from https://www.mckinseyquarterly.com/promo.aspx?pid=1932&srid=58&type=AR&ar=2091

"The McKinsey Quarterly conducted this survey in November 2007 and received responses from 1,317 executives around the world [from 93 countries]--80 percent of them senior executives (including board members). Thirty percent were either CEOs or CFOs. The data are weighted to reflect the proportional representation of segments in the total population of respondents."

Education and Training

Statistic # 2127

According to data from the 2007 National Study of the Changing Workforce, 65% of employees at mid-life (31-49 years) and 67% of employees aged 50 and older reported that they have access to employer-sponsored training, compared to 56% of younger employees (aged 18-30). (fig. 3, p. 3)




Shen, C., Pitt-Catsouphes, M., & Smyer, M. A. (2007). Today's multi-generational workforce: A proposition of value (Issue Brief No. 10). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved from http://agingandwork.bc.edu/documents/IB10_MultiGenValue.pdf

This Issue Brief uses a lens of “human capital costs and benefits” to examine the work experiences of young employees (aged 18-30 years), employees at mid-life (31-49 years), and older employees (50 years and older). Many of the findings discussed in this Issue Brief are the result of new analyses completed using information gathered from the wage and salaried workers (N = 2,785) who responded to the 2002 National Study of the Changing Workforce (NSCW). 25% of the respondents who provided their ages were between the ages of 18-30, 48% were between the ages of 31-49, and 27% were 50 years or older. The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers. (p. 1)

Education and Training

Statistic # 2184

Analysis of data from U.S. Statistical Abstracts shows that, "in 1960, fewer than one in ten young adults were enrolled in college. By 2005, one in four adults age 22-24 was enrolled in school, and substantial portions of those in their late 20s remained in school." (fig. 4, p. 4)




Sweet, S., & Joggerst, M. (2008). The interlocking careers of older workers and their adult children (Issue Brief No. 14). Chestnut Hill, MA: The Sloan Center on Aging and Work at Boston College. Retrieved from http://agingandwork.bc.edu/documents/IB14_InterlockingCareers.pdf

"Many findings discussed in this Issue Brief are the result of analysis of data from the Statistical Abstracts of the United States, the Cornell Couples and Careers Study (interviews with middle class dual earner couples in 1998-2001), and other sources relevant to family expenses." (p. 1)

Education and Training

Statistic # 1662

Among employers participating in a 2007 national study, 27.9% responded that they permit most/all of their full-time employees to take paid/unpaid time from work for education or training. (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.

Education and Training

Statistic # 1653

In a 2007 national study, 40.3% of the respondants stated that their organizations offer training to supervisors so that they can provide career advice to employees at different stages of their careers. (p. 14)

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.

Education and Training

Statistic # 1638

According to the 2007 National Study of Business Strategy & Workforce Development, more than 50% of respondents measure the return-on-investment (ROI) of marketing initiatives (57.0%), customer service initiatives (52.6%), introduction to new technology (50.8%) and initiatives to increase retention (52.6%). Fewer than 50% of the employers measure the ROI on initiatives related to training (44.1%), diversity (33.8%), wellness (43.4%), and improving recruitment (43.5%).  (p. 18, table 7).


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.

Education and Training

Statistic # 940

According to the "A Work-Filled Retirement" survey, "when asked if government should have programs (such as job training or career guidance) to help older workers find or keep work...three in 10 strongly agree that the government should pursue such programs, and 68% express at least some agreement with the idea." (p.15)

Reynolds, S., Ridley, N., & Van Horn, C., Ph.D. (2005, August). A Work-Filled Retirement: Workers' Changing Views on Employment and Leisure. Worktrends, 8.1 (Summer '05).

“In this report, American workers across the nation describe their expectations of retirement and their views of how older workers are treated in the workplace…A total of 1,232 adults were interviewed for this survey. Respondents who worked full or part time, or who were unemployed and looking for work, received a complete interview. A total of 432 respondents who did not meet these criteria received a short interview that included demographic questions. The results of this report are based on a total of 800 complete interviews with members of the workforce, including 82 people who have retired from their primary job but remain in the workforce. The final results were weighted to match U.S. Census Bureau estimates for age, educational attainment, gender, and race.”

Education and Training

Statistic # 973

According to the 2003 SHRM Older Workers Survey, organizations are preparing for the possibility of a shortage of workers due to the retiring baby boom generation by: increased training (36%), succession plans/replacement charts (29%), flexible scheduling (21%), created bridge employment (20%), capture institutional memory/organizational knowledge (18%), increased recruiting (16%), phased/gradual retirement (10%), and doing nothing (32%). (p.9, Chart 13).

Society for Human Resource Management. (2003, December). 2003 Eldercare Survey. Alexandria, VA: Burke, E.M.

"Invitations went out to 2,500 SHRM members with 357 invitations returned. The survey received a 20% response rate, with 428 HR professionals completing it. The following report analyzes the results of the survey. It contains numerous tables and charts that capture the participants' responses...The results are first analyzed by overall resonses and then by industry, size, and sector."

Education and Training

Statistic # 1086

The National Study of Employers, which surveyed workplaces with 50 or more employees, found that 83% of employers allow some employees to take time for education/training to improve skills in comparison to 55% of employers that allow all or most employees to take time for education/training to improve skills. (Table 3, p.6)

Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/press/2005nserelease.html#nse

“Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.”

Education and Training

Statistic # 1093

The National Study of Employers, which surveyed workplaces with 50 or more employees, found that in 2005,” 62% of companies also offer some measure of financial assistance for employees to continue their education or training.” (Table 18, pp.24-25)

Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/eproducts/2005nse.pdf

“Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.”

Education and Training

Statistic # 1117

The National Study of Employers, which surveyed workplaces with 50 or more employees, found that only 10% of employers offered scholarship programs/educational assistance programs. (Table 10, p. 16)

Families and Work Institute. (2005, September).2005 National Study of Employers. New York, NY: Bond, T. J., Galinsky, E., Kim, S. S., & Brownfield, E. Retrieved August 02, 2006, from http://familiesandwork.org/eproducts/2005nse.pdf

“Families and Work Institute’s 2005 National Study of Employers (NSE) is one of the most comprehensive and far-reaching study of the practices, policies, programs and benefits provided by U.S. employers to address the changing needs of today’s workforce and workplace…will provide ongoing measurements of employer work life benefits, policies, and practices. In 2005, it was redesigned to include a nationally representative sample of employers with 50 or more employers…The 2005 NSE sample included 1,092 employers with 50 or more employees-66 percent are for-profit companies and 34 percent are nonprofit organizations; 44 percent operate at only one location, while 56 percent have operations at more than one location.”

Education and Training

Statistic # 1563

Respondants to the National Study of Employers indicate that leaves of absence are available to some or all employees for moderate or longer term "for medical reasons, to fulfill family caregiving responsibilities, to pursue education and training (including sabbaticals), or to engage in community service initiatives."  For example, 83% offer time off for education to at least some of their employees, and 55% over this option to all or most employees.






Pitt-Catsouphes, M., & Smyer, M. A. (2006). One size doesn't fit all: Workplace flexibility (Issue Brief No. 05). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved October 30, 2007 from http://agingandwork.bc.edu/documents/IB05_OneSizeDoesntFit_001.pdf

"This Issue Brief discusses opportunities to create flexible workplaces by restructuring jobs and redesigning work."

Education and Training

Statistic # 1578

According to analysis of data from the National Study of the Changing Workforce*, employees at mid-life and older are more likely to report that they have access to employer-sponsored training than younger employees;  67% of workers aged 50+ report having access to training opportunities, compared to 56% of workers 18-30 years of age.



*Shen, C., Pitt-Catsouphes, M., & Smyer, M. (2007). National Study of the Changing Workforce. Unpublished raw data, Families and Work Institute




Shen, C., Pitt-Catsouphes, M., & Smyer, M. A. (2007). Today's multi-generational workforce: A proposition of value (Issue Brief No. 10). Chestnut Hill, MA: Boston College Center on Aging & Work/Workplace Flexibility. Retrieved November 1, 2007 from http://agingandwork.bc.edu/documents/IB10_MultiGenValue.pdf



"This Issue Brief uses a lens of “human capital costs and benefits” to examine the work experiences of young employees (aged 18-30 years), employees at mid-life (31-49 years), and older employees (50 years and older)." (p. 1)

Education and Training

Statistic # 1590

"According to analysis of the National Study of Business Strategy and Workforce Development, employers were more likely to report that they have offered on the job training to their early-career (88.1%) and mid-career (82.7%) employees than to their late-career employees (73.4%) in response to the changing age demographics of the workforce. Less than half of the employers reported that they offer career counseling to employees at any stage, and they were less likely to offer this to late-career employees than early-career and mid-career employees. Finally, although nearly half (45.5%) of the employers stated that they offer mentoring to their late-career employees, organizations were more likely to provide this degree of mentoring to early-career employees than to mid-career employees and late-career employees" (p. 14)




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.

Education and Training

Statistic # 1598

In the 2007 National Study of Business Strategy and Workforce Development, almost half (45.1%) of the employers reported that their organizations are oriented to learning, saying it is “very true” that their organizations expect employees at all stages of their careers to develop new skills and competencies. Similarly, 42.6% stated that it is “very true” that they encourage employees to adopt a lifelong learning perspective. (p. 13)

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.

Education and Training

Statistic # 1623

According to the 2006 National Study of Business Strategy and Workforce Development, 25.9% of employers stated they have increased training and cross-training efforts to 'a great extent' for early career [younger cohort employees] compared to 16.9% for later career [older cohort employees].

Pitt-Catsouphes, M., Matz-Costa, C., Kane, K. & Smyer, M. (2006). [Analysis of data from the Boston College National Study of Business Strategy and Workforce Development]. Unpublished raw data.

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. Data on employer response to the aging workforce was gathered for a sample of 578 nongovernmental organizations within 50 or more employees.

Education and Training

Statistic # 2399

In a 2008 evaluation of federally-funded one-stop career centers, 60 percent of one-stops provided employers with information/education about ways to retain older workers, which could include offering flexible and reduced work schedules (p. 22)

U. S. General Accountability Office. (2008). Employment and training: Most one-stop career centers are taking multiple actions to link employers and older workers (Report No. GAO-08-548). Washington, DC: General Accountability Office. Retrieved from http://www.gao.gov/new.items/d08548.pdf

The study included two Web-based surveys using a stratified random probability sample of 334 one-stops out of 1,684 one-stops and 311 of their corresponding local Workforce Investment Boards (WIB). Survey responses were received for 245 (73 percent) of the one-stop centers, and 256 (82 percent) of the WIBs. (p. 8)