Posted by suzanne on Apr 12, 2017
There is a realignment of work and retirement in society as the population ages. It is a growing trend. Older adults are continuing to work past traditional retirement age.
CBC’s The National followed a couple of Canadians as they reflected on their decision to keep working into their later years. They found work opportunities for their ‘next act’ that help generate an income and maintain their lifestyle. Furthermore, their work is personally fulfilling and meaningful to their community.
Benefits go beyond the paycheque; working keeps people active and engaged. It was also nice to hear another perspective on the benefits of hiring mature workers.
I coined the term redirection to refer to the new stage of career as people transition into new pursuits and occupation to stay engaged and continue to work. Redirection is an alternative to retirement. It is an exciting time of life. New possibilities are investigated and explored. Older adults discover that their skills and competencies are transferable. My new documentary film explores five people’s experiences with redirection.
CBC News discusses the trend towards delayed retirement. Provinces like Nova Scotia and New Brunswick are already rethinking and implementing policy to address this new trend.
It is time to rethink government policy to consider the ways people are and can work longer and what this means for social structures and institutions in Canada.
Category: Active Engagement, Aging Population, Aging Workforce, Career, Economic Issues, Family, Health and Wellness, Intergenerational, Life and Living, Longevity, New Retirement, Relationships, Social Policy, The Redirection Project, Work
Posted by suzanne on Dec 8, 2016
Redirection is an alternative to retirement. A large and growing proportion of older adults are choosing to work past what has traditionally been thought of as ‘retirement age’. This represents a significant shift in our society.
The Redirection Project examines this new and emerging social trend. Results of the research will be shared in January. First, a webinar will be held on January 12th, 2017. Sign up here. Second, there is a presentation at Cannexus17 in Ottawa on January 23rd. Sign up here.
The documentary film Redirection: Movers, Shakers and Shifters discusses these issues and portrays the stories of five adults who found second or third careers after age 50. The English and French trailers of the film are available. The documentary film is been screened through feature presentations around the country to great acclaim.
Posted by suzanne on Aug 29, 2016
Work and occupation are important across the life course. It is a great thrill to share the most recent research on work and aging at the upcoming CAG annual scientific and educational meeting to be held in Montreal, Quebec. At this year’s conference, I am chairing two Symposia on work and aging. I have invited some esteemed scholars to present their work. The Symposia are to be held on Saturday, October 22nd, 2016.
During the first Symposium, I will be discussing the Redirection Project. During the second Symposium, I am sharing the documentary film Redirection: Movers, Shakers and Shifters which helps bring key issues from my Redirection Project to a broader audience.
Symposium I: Policy Imperatives for Later Life Work
It is very exciting to have scholars presenting on issues surrounding work and aging and gratifying to see this much attention devoted to work and occupation as people age at CAG. As a broad gerontological topic, work and aging is particularly relevant and timely as the large cohort of baby boomers approach later life and gain their own perspective on being mature and experienced workers.
Posted by suzanne on May 25, 2016
This trend is occurring for many reasons. Some people cannot afford to retire. They need to pay bills. They need to be gainfully employed past traditional retirement age. They have not saved enough to retire. They are in debt. In other words, they cannot retire and live on a fixed income.
CBC Radio’s The Current highlighted the challenges of some of these individuals. Listen to the podcast.
Other people want to continue working. They gain a great deal from their paid work. For example, work provides self worth and self-esteem, mental stimulation, physical activity and social relationships. Some of these individuals might have retirement savings, so income generation is viewed as a benefit but it is not the primary motivation. They might be professionals who are highly educated. They believe they have more to contribute; they are not ready to retire.
When I started conducting the Redirection Project and investigating later life career development, career shift and career extension, I recognized that there is a dichotomy among older workers. Some must work; some want to work. It is great to hear from older adults about their diverse experiences (and the surveys are still available for participation). Both of these experiences are important to understand; hence, I developed the on-line surveys to reflect both sets of circumstances. The fact is that socio-economic circumstances have changed a great deal since the retirement system was developed.
Indeed, paid work during later life is important. Paid work represents many things to individuals. Motivations for later life paid work are complex. This new trend is a big shift from the previous model of retirement. It is a big shift within workplaces as well. Policy to address this social change must be carefully handed.
This is why the qualitative and quantitative datasets collected through the Redirection Project are critical for gaining a better understanding of later life career development and employment experiences and informing social policy, organizational programs and career development practice. For more information about the Redirection Project, please visit www.MyRedirection.com.
Posted by suzanne on Jan 31, 2016
It was a pleasure to have the opportunity to focus on Canada’s aging workforce at the recent symposium devoted to this topic. In fact, since presenting at CEDEC‘s Maturing Workforce Symposium held at Cannexus16 a few days ago, I have continued to reflect on some critical issues.
The aging population equates to an aging labour force and this has implications at the individual, organizational and societal level. These complex issues demand employer policy as well as social policy to help address them.
Life spans have increased and individuals are responsible for saving more for their retirement at the same time that financial markets and investment returns are shaky. It is no wonder various polls report that more people expect to continue working past traditional retirement age.
Mature or older workers have different goals and needs than younger age groups. They want flexibility from employers. They need career pathways that help them meet specific objectives.
Both the way we work and the linear career path of the past have changed. This collides with our intergenerational workplace and makes it urgent that employers create new programs and policies to facilitate talent management, training and development and career progression.
Later life career development is new terrain in the work-life landscape. Navigating job change and moving into mentorship roles are difficult tasks. In addition, succession planning and knowledge transfer need to be mapped out. Businesses and organizations are trying to identify and understand what this means in their workplace.
With these powerful demographic and economic forces, we are undergoing a major social and cultural shift surrounding later life work and retirement. We are in a revolutionary transition and social policy is required to help guide and manage this significant change that will affect established social structures in Canada. New evidence-based policies and programs are required.
Finally, these issues are complex. Collaboration and partnership are required to navigate this emerging later life landscape.
Posted by suzanne on Jan 26, 2016
I coined the term redirection to refer to the new stage of career as individuals transfer their skills, experience and knowledge in a new direction. By pursuing a new occupation, individuals are able to use some of their strengths while learning something new. This provides revitalization.
Attention Northumberland County Residents, please click here: Magnet Redirection Project.
The Redirection Project examines how Canadians in their 50s, 60s and beyond are turning away from traditional notions of ‘retirement’ to seek new employment. There is a radical change taking place with an expansion of our working lives and re-imagining of retirement as the baby boomers enter what has traditionally been viewed as their retirement years.
The Redirection Project is a CERIC-funded national research initiative. The project consists of a national survey (see below), success stories to help inspire others and a documentary film (see the story contest).
The research examines partipants’ experiences with later life work and career development as they shift gears and pursue new types of work.
If you are age 50 or over and seeking new employment (or have already found your new career), you are invited to participate in important research about this topic in order to help others in similar circumstances.
The project has received great coverage in the Globe and Mail.
Posted by suzanne on Sep 19, 2015
For adults age 50 and over, longevity has combined with a rethinking of work and income options. There is a radical shift taking place with an expansion of our working lives and a re-imagining of retirement, combined with a demographic shift to an aging society.
Delayed retirement is a growing trend. Since the mid-1990′s, there has been an increase in the employment rate of older Canadians. In fact, Statistics Canada data show that from 1997 to 2010, the employment rate of men 55 and over increased from 30.5% to 39.4%1. During the same time, the rate for women grew from 15.8% to 28.6%. In addition, a Canadian survey indicates that a growing number of individuals expect to be working full time at age 662.
It is a pleasure to announce my new study. Funded by the Canadian Education and Research Institute for Counselling (CERIC), this project will examine how Canadians in their 50s, 60s and 70s are seeking out second and third careers as “retirement” is redefined. It will also look at how career professionals can best assist older adults in their career development. The Redirection: Work and Later Life Career Development Project will examine this new phase of later life career that is emerging.
I coined the term “redirection” to refer to the process of finding new pursuits during the second half of life. Redirection, which aims to move beyond traditional notions of retirement, occurs as older adults increasingly seek the rewards of work and stay engaged. It can be a stage of renewal, reinvention and growth.
1Galarneau, Diane and Carrière, Yves. 2011. “Delayed retirement: A new trend?” Perspectives on Labour and Income. Autumn 2011, vol. 23, no. 4. Statistics Canada Catalogue no. 75-001-XIE.
Posted by suzanne on Mar 14, 2014
My scholarly article entitled Redirection was recently published in The Gerontologist. In this paper, I discuss the sociological and psychological process of later life career development as an individual enters a new career stage. To date, this has received little attention in the career development field.
Retirement is changing. There is great knowledge, skill and experience that older adults can transfer into new roles. I predict that organizations and communities will begin to recognize this.
The fact is that more people will reach this life stage as life expectancy continues to increase. More individuals will be looking for the next challenge.
What is your next challenge?
Posted by suzanne on Jun 28, 2013
Many factors have impacted our image of retirement with the traditional age for retirement influencing expectations in particular. Age sixty-five looms large as a magical age for retirement and seniorhood. Yet, this was not always the case.
Retirement is a social construction. In the past, there was no retirement. There were few elderly people because it was rare for someone to reach old age.
When retirement was first conceived in 1883 by Chancellor Otto Von Bismark of Germany, western society was different. Perspectives were different. Sixty-five years of age was chosen for an individual to receive a pension; however, this was with the expectation that most individuals would never live long enough to actually retire and collect the pension.
A lot has changed. Older adults are healthier and life expectancy has increased significantly over the past 130 years.
Individuals want to remain active and engaged. It is no longer your grandmother’s or your grandfather’s retirement.
Posted by suzanne on Feb 14, 2013
Clearly, later life careers and career options require change. Longevity, greater health and education and financial realities have all contributed to this social imperative to revisit later life career and career planning.
Individuals are working longer. They are embracing productive and engaging roles that they find stimulating and meaningful.
Despite this, career and career development during later life are not often discussed. Seasoned workers, with the skills and talent they bring to the workplace, continue to have much to offer – even as they approach the traditional age for retirement.
More individuals are looking for new career options for the second half of life. They aren’t ready to be tapped on the shoulder and told it is time to go. Older workers who remain with their employers are often dismissed and neglected when it comes to career development, talent management and training and development. What we should be seeing instead is more attention to these issues.
In addition, there is much more opportunity for innovative talent management programs for older workers, such as transition and knowledge transfer strategies and succession planning – all of which support employer and employee interests. This is good for a healthy economy, a productive workforce and a stronger Canada.
My work addresses the career development of older workers and demonstrates why this is important for healthy aging. I believe that individuals will continue to be connected to the workforce in various ways; thus, we need to rethink organizational processes and procedures that slowly move older workers aside. We need to be more innovative with regard to the ways individuals can contribute and be productive.
I notice a growing interest in baby boomers and career. It is always refreshing to discuss issues with others who share a similar perspective. Dear readers – I would enjoy hearing about the issues you see in society and in the workplace. Please share any good examples of best practices that stand out for you.