Study: Recommendations to Help Pittsburgh Deal with Critical Shortage of Younger Workers

The Three Rivers Workforce Investment Board (TRWIB) has released a report finding that Pittsburgh's workforce is aging faster than the national average and that it is facing a critical shortage of younger workers ready to move into jobs that will become available as a result of retirements in the workforce in the next 10 years. According to "Does Aging Matter? Workforce aging and its implication for collaborative talent management in the Pittsburgh region," a “disturbing scarcity of skills” for local jobs, especially in the areas of advanced manufacturing, education, healthcare, utilities and the trades, will leave the region without an adequate supply of younger workers with the skills to move into the jobs, and the expertise of older workers will be lost unless mentoring opportunities and programs are established.

While TRWIB proposes accelerating support of regional career, vocational training and technical centers to promote these careers, it also recognizes that reengaging older workers may help.

The size of the graying workforce presents a challenge to regional prosperity--especially if not utilized. Even if the business community can improve in managing an aging workforce, they cannot prevent layoffs or voluntary resignations of mature workers. As the cohort of older workers expands, we expect to see more displaced or transitioning talent in this age group.

Accordingly, on this front, TRWIB recommends:

• helping older unemployed workers navigate the labor market;
• developing effective job-seeking skills;
• use career coaching to help older workers to capitalize on their expertise and interests and to facilitate their transition into meaningful encore careers; and
• encourage self-employment and entrepreneurial opportunities by providing access to resources, training, and technical assistance for new
  entrepreneurs.

On the employer side, the report suggests:

• companies may need to reconsider recruitment strategies, find advertising channels and an image that appeal to
  mature workers;
• companies should learn to be more creative in generating
  opportunities for older workers who may be less productive due to a decrease of physical strength but have a substantial wealth of knowledge and skills developed within the company;
• flexible work arrangements, phased retirement, and other innovative models.

Source: Three Rivers Workforce Investment Board News Release (October 3, 2012)

Pennsylvania: Census Bureau Issues Profile of the Older Worker

In a continuation of its partnership with 31 states on a series of reports on workers 55 and older, the Census Bureau has released its report on Pennsylvania, the 20th state to be released in the series. Among the highlights of the report--"The Geographic Distribution and Characteristics of Older Workers in Pennsylvania: 2004":

• 16.0% of workers were 55 and older, while 3.6% were 65 and older;
• statewide, the educational services industry had the highest proportion of or workers 55 and older, with 21.9% of its workers in that age group; and
• the state's manufacturing industry employed the greatest number of older workers, with about 16.7% of the workers 55 and older being in that sector.

Source: U.S. Census Bureau Longitudinal Employer-Household Dynamics What's New (October 30, 2008)

Pennsylvania: Governor Announce 2020 Vision Project for Aging Population

Pennsylvania Governor Edward G. Rendell has issued Executive Order 2006-04 Pennsylvania 2020 Vision Project directing all agencies under his jurisdiction to develop plans to meet the challenges of serving an older population. Among other things, the project will evaluate the impact of the aging population on the workforce of the commonwealth.

Source: Governor's Office Press Release (June 22, 2006)

PA Governor Rendell Calls for Champions of Older Workers

Governor Edward G. Rendell announced that Pennsylvania is looking to honor and recognize those who champion older workers. As part of National Employ Older Workers Week, nominations are being accepted for the 21st annual Hall of Fame of Champions of Older Workers, which was was created to identify and recognize Pennsylvania employers who have made noteworthy efforts to hire older workers and to increase employment opportunities for those aged 55 and older. Employers who have actively recruited older workers, developed opportunities and training, provided flexible schedules, promoted older workers from within or generally made accommodations for a mature workforce are being sought statewide. The winners will be formally honored during the Pennsylvania Employer Awards luncheon at the Hershey Lodge and Convention Center in May 2006. All nominations must be received on or before Nov. 18. Nomination forms are available on the web.

Source: News Release Office of Governor, Pennsylvania 9/20/2005

Census Bureau Issues Study of Older Workers in Pennsylvania

The U.S. Census Bureau has issued a report--A Profile of Older Workers in Pennsylvania (PDF)--finding that, in 2002, about 37% of working Pennsylvanians were age 45 or older, an increase from 33% in 1998. The share of the Keystone State’s workers who were age 65 or older increased slightly over the period, from about 3% to 3.4%. Other highlights of the report indicated that in several industries (local and suburban transit, apparel manufacturing, textile mill products, real estate and educational services), more than 1-in-5 workers were 55 or older and that workers 65 or older were most likely to be employed in 2002 in health services, business services, wholesale trade of durable goods, and food stores.

Source: News Release U.S. Census Bureau (May 10, 2005)