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​Computer ysts, sales assembly and bloom affliction workers are some of the top jobs that the AARP has articular for earlier Americans in advancing years.

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AARP compared abstracts from bags of online job postings to actuate which career fields will charge the best new workers in the aing two years. In abounding cases, AARP begin that earlier workers already accept the abilities that these jobs require.

“There are abounding abilities that today’s [older workers] possess, such as problem-solving, chump annual and teamwork,” said Cam Marston, architect of Generational Insights, a consulting close that works with companies and advisers on generational issues.

At a contempo conference, Marston noted, the CEO of a banking casework accumulation told of two new bodies he’d aloof hired. Both were over 70 years old.

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“Their ytic capabilities were like annihilation the close had apparent before,” Marston said. “The CEO assassin them not alive what they’d do, alone acumen he had begin two actual acute bodies who could booty on problems of the close and break them to a abounding conclusion. They were in appeal by every administration in his company.”

[SHRM members-only Express Requests: Reducing Unconscious Bias]

Future Job Prospects for Earlier Workers

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By 2020, about 14 percent of job openings are accepted to be for bloom care-related professionals, such as chiropractors, dentists, dietitians and nutritionists, according to AARP. Appeal for those jobs will be decidedly aerial in Alaska, Connecticut, New Mexico and Wyoming.

Just over 4 percent of bodies who are ages 50 and older already assignment in these fields, AARP noted. And 10.1 percent now assignment in jobs that crave agnate skills. They are nurses, home bloom aides and concrete therapists, AARP said.

“This … is not meant to betoken that earlier workers should be bound to these fields,” said Susan K. Weinstock, AARP’s carnality admiral for banking animation programming. “We apperceive that earlier workers accompany abundant acquaintance and abilities to [all areas of] the workforce.”  

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There are now far added U.S. workers ages 65 or earlier in the workforce than three decades ago, and the cardinal of active earlier workers rose by about 35 percent amid 2011 and 2016, according to a December 2017 abstraction by SeniorLiving.org. In fact, this accumulation of workers is projected to be the fastest-growing segment in the workforce through 2024.

In 2016, the nonprofit Population Reference Bureau projected that the cardinal of U.S. workers ages 65 or earlier would added than double, from 46 actor to over 98 actor by 2060. It estimated that by 2022, 27 percent of men and 20 percent of women ages 65 or earlier would be in the activity force, up from the accepted 23 percent and 15 percent, respectively.

“Studies appearance that accomplished workers are added engaged, added motivated and beneath at accident for abrupt turnover,” Weinstock said. “Employers who discount accomplished workers are missing out on a abundant ability of aptitude who additionally accompany bendable skills, like calm beneath pressure, collaboration, empathy, ytic and more.”

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Discrimination Against Earlier Workers

Computer technology is one breadth accomplished for earlier workers, AARP noted. The acreage is projected to annual for 12.5 percent of job advance amid 2014 and 2024, abacus added than 488,000 new jobs to the U.S. abridgement during that time. Jobs in this acreage accommodate computer systems ysts, programmers, web developers and software developers.

Slightly added than 2 percent of those ages 50 or earlier now assignment in these fields, AARP noted, and addition 2.2 percent assignment in professions that crave agnate skills. 

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Yet four decades afterwards the Age Bigotry in Employment Act (ADEA) became law, about two-thirds of workers ages 55 to 64 say their age has been a barrier to accepting a job, according to a 2017 ysis by AARP. A abstraction in 2015 application resumes for workers of assorted ages begin cogent bigotry in hiring for the oldest applicants, according to a co-author of the research, Patrick Button, abettor abettor of economics at Tulane University and a researcher with the National Bureau of Economic Analysis Disability Analysis Center. Given two applicants with agnate abilities and experience, abstraction capacity tended to accept the adolescent candidate.

But age bigotry is actual difficult to prove, abode experts say. Although age bigotry was declared in about 23 percent of all accuse filed with the Equal Employment Opportunity Commission (EEOC) in budgetary year 2016, ADEA cases constituted alone 2 percent of the cases that the EEOC attorneys acquainted had abundant affirmation to book a lawsuit.

“There does abide to be the acumen that earlier bodies are not as aggressive against new technology,” said Jacquelyn B. James, administrator of the Sloan Analysis Network on Aging & Assignment at Boston College. “The botheration with that cerebration is that hardly anybody is, because [technology] changes so fast that alike adolescent bodies who anticipate they’re accomplished get absent in the shuffle. So we’re all in this bearings of accepting to apprentice new technology constantly.”

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It’s actionable beneath the ADEA for administration to accede a job applicant’s age.  It’s additionally actionable beneath the ADEA to accommodate age limitations in job advertisements, unless the job requires a “bona fide anatomic qualification,” or BFOQ.

“In added words, an earlier worker’s age is extraneous to whether they are a acceptable fit for about any position,” said Raymond Peeler, abettor acknowledged admonition at the EEOC. “Employers should instead focus on qualities such as the applicant’s education, acquaintance and abilities.”

The EEOC has taken the position that job advertisements gluttonous “young” workers, or workers aural a assertive age range, violate the ADEA. Similarly, advertisements gluttonous alone “digital natives,” which is broadly accepted autograph for bodies adolescent abundant to accept developed up about modern, Internet-connected computers, will breach the ADEA, Peeler said. 

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“The angle that earlier workers are somehow unfit for technology-related positions is an adverse and a broadly disproven stereotype,” he said.

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