The Aging Workforce: An Expanded Definition

Abstract

Abstract The was once defined as working individuals who are 40 years of age or older. We argue that the definition of aging should be expanded to include two components: chronology and knowledge currency. Recommendations are offered for business leaders who wish to maintain and support a workplace environment that encourages employees to maintain and grow their level of knowledge and expertise. The Age Discrimination in Employment Act (ADEA) of 1967 defined the as working individuals who are 40 years of age or older. It has been our experience that many business leaders accept that definition of the workforce, as did we prior to receiving a fellowship in 1999 from the California State Assembly (CSU Faculty Fellows Program) to study whether economic downturns within the state had a disproportionate adverse effect on older workers. After an extensive investigation which involved reviewing the current literature, analyzing relevant economic and demographic data, conducting personal interviews with leading experts, and holding focus groups with top business leaders, we documented that older workers fared less well in a troubled economy than did their younger counterparts (Shultz, Sirotnik, Et Bockman, 2000). But in the eight years since completing our fellowship we have come to the conclusion that the definition of aging should be expanded to include two components: chronology and knowledge currency. Throughout most of the 20th century, the typical job required physical stamina and practical knowledge. Once a person's physical abilities faded, the worker was displaced. Such an orientation was defended by asserting that there is often a clear cost/benefit advantage in replacing the more mature worker with a younger worker who may be more physically fit for the job, willing to perform the work for less money, and able to acquire the practical experience of the mature worker in a relatively short period of time. But the 21st century occupations demand more than just physical abilities and practical knowledge. In today's world a growing number of post modern occupations require the worker to have the sophisticated technical knowledge often associated with recent college graduates. Indeed, the exponential advancements in technology, which now define the modern world, are creating a new reality. Although chronological age still matters, lack of currency in knowledge is also a major determinant of who should be considered to be aging. In today's rapidly changing workplace environment, even a 30 year-old employee who graduated from a university a mere 8 years ago may already need to upgrade his/her skills in order to meet the evolving occupational demands. In short, the need for retraining and re-tooling has no age barriers - it is as necessary for the 20 year-old as it is for the 60 yearold. This observation clearly makes sense relative to organizations, which are on the cutting edge in developing, creating, and using the new technologies. In these organizations there is the expectation the workforce must remain current in their knowledge and skills. Within such organizations, scientists and engineers, as well as IT professionals and other technical people are prime candidates for such upgrading and retraining. But even in lower tech organizations in the public and private sectors, today's rapid changes make it vital that employees, regardless of specific occupation or expertise, must remain current in their knowledge and technical skills. Simply consider how marketing - once considered to be mostly an form - has become overtime a mixture of art and social science methods. Marketing people are now expected to know and have a hands-on knowledge about the array of research methodologies and statistical applications which are now available for understanding consumer attitudes, preferences, and shopping behaviors. Clerical assistants are expected to adjust to changes in hardware and software applications every two to four years. …