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According to data from the 2007 National Study of Business Strategy and Workforce Development, employers respond that is it "very true" that their older adult/late career employees have stronger professional networks (46.3%) and client networks (44.4%). Fewer than 30% of employers feel that it is very true that their younger (early and mid-career) counterparts have such networks .
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)
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140 Commonwealth Avenue - McGuinn, 6th Floor - Chestnut Hill, MA 02467
Email: age.work@bc.edu - Phone: 617.552.9195 - Fax: 617.552.9202
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