The Age-Inclusive Workplace Advantage

Persistent ageism in hiring and retention practices significantly hinders older adults' employment and impacts corporate productivity. This issue affects thousands of Dallas older adults who are forced out of the workforce prematurely or struggle to find new employment.

The U.S. Bureau of Labor Statistics reports that the unemployment rate for workers 55 and over (excluding retirees) is consistently higher than their younger peers. A staggering 64% of employees aged 50 and older reported experiencing or witnessing age discrimination in the workplace, according to a 2024 AARP survey. This problem is exacerbated by outdated employer practices and stereotypes that undervalue the contributions of older workers.

Employers are using a 1960s playbook that says employees can only work 40 hours a week until they are 65. At 65, older workers are feeling pressured by their employers to retire whether they are ready or not. This reluctance causes missed opportunities for both employers and older workers.

By embracing a new approach that values the skills and experience of older workers, employers can address staff shortages and access a valuable talent pool. Older workers can contribute meaningfully, maintain financial stability, and find a sense of purpose. A new employment playbook is essential.

Recognizing the immense potential of our aging workforce, we are developing an innovative approach that insists on age-inclusive workplaces in Dallas through The Age-Inclusive Workplace Advantage initiative and @oneworkforceplaybook social media campaign. The solution starts with a comprehensive market research study that will guide a coalition effort to educate and engage employers on age-inclusive workplace best practices.

From the study, a large-scale survey will identify the needs and gaps in hiring, promoting, and retaining older workers, and gather insights on how to create job opportunities that foster an age-inclusive workforce. Building on these findings, we will collaborate with leading Fortune 500 employers to create a forward-thinking pipeline of job opportunities and a new employment playbook that maximizes a four-generation workforce and empowers older adults to thrive in their careers and their lives. By addressing both the supply and demand sides of the employment equation, our solution can drastically reduce ageism in the workplace.

Sam's story is all too common. For over 40 years, Sam has poured his heart and soul into his work, building a wealth of experience and skills. He's a valued member of his community, a person of color who has faced challenges but never given up. Now, at an age when his wisdom should be valued, Sam finds himself desperate to keep contributing. He desires to have the sense of purpose that a job brings, a chance to keep using his talents and make a difference. But instead, he faces the humiliation of being overlooked, his applications discounted because of his age, or his least-favorite response “you are overqualified.”  

Our program is a lifeline for people like Sam. We don't want to just offer him a job listing - we want to open doors to a network of companies committed to hiring older workers. Sam's age will be an asset, not a barrier. He'll be judged on his merits, his skills honed over a lifetime. His employer will provide training to ensure he thrives in his role. And once Sam is ready for retirement, our playbook will help he and his employer set him up for post-career success.

The Senior Source has led aging solutions in North Texas for the past 63 years. In 2014, we launched the nation's first and only Elder Financial Safety Center, recognizing the critical need to address the economic security of older adults. Employment is THE key driver of economic security. While many nonprofits offer employment services, none exclusively focus on the unique challenges and opportunities facing older workers.  

For a decade now, the Center has assisted nearly 10,000 older adults in reskilling, upskilling, new skilling, and finding work. However, only 30% secure employment, a stark reminder of the pervasive issue of age discrimination. We believe we are uniquely positioned to combat this challenge. A prime example of this is the COVID-19 pandemic necessitated a rapid shift to virtual service delivery, a transition The Senior Source successfully navigated in a two-week period, ensuring continued support for older adults seeking employment during a time of unprecedented uncertainty.

Erica Sampson, our team lead, is a Black woman who represents the ethnicity of a significant portion of the older adults we serve. With 12 years of experience in the aging field, Erica offers invaluable insights from her firsthand experience, helping her parents navigate the job market and overcome ageism in interviews. Erica's story powerfully illustrates the emotional and practical impact of age discrimination.

When we hired Steve, 63, a retired financial planner, we were confident about his hard skills and knew the credibility he would bring when teaching about the perils of financial frauds. He looks like our clients and can relate to their situations. Now in his 10th year with us, he is more sought after than our CEO. Our own workforce exemplifies the benefits of a multi-generational approach. Our diverse team, spanning generations, languages, and experiences, embodies the inclusivity we champion.

While we have assisted approximately 10,000 older adults with employment-related needs, our approach must evolve from being exclusively focused on the job seeker to involving the hiring companies. With the world of job fairs being a thing of the past and the ubiquity of online job submissions, our relationships with employers have been, frankly, very hard to maintain. And although we have shifted our employment focus to create technology proficiency and career ready job seekers, the “no’s” you heard in the video are still persistent.

The creation of an age-inclusive employer coalition and pipeline has been a dream of ours. Despite tirelessly training and coaching older adult job seekers, many face significant barriers, often not even securing a phone interview despite meeting all job qualifications. As we plan for the next decade of the Elder Financial Safety Center, we will approach our decades-long corporate partners, such as Texas Instruments, Vistra Corporation, Atmos Energy, and Kimberly-Clark, for discussions about this innovative playbook. 

This Inspire grant provides the crucial catalyst to transform this dream into a tangible reality. A reality that will positively impact the future of the workforce for employers and older adults.

Our social media handle for this solution is @oneworkforceplaybook

Our solution uniquely addresses the problem of ageism in employment by simultaneously tackling both sides of the employment equation. On the worker side, we will continue to provide comprehensive training and support services, including reskilling, upskilling, new skilling, and job search assistance. This ensures that older adults are well-prepared and confident in their abilities to contribute to the modern workforce.

What sets our approach apart is the addition of a dedicated employer outreach component. By hiring an Employer Outreach Coordinator and engaging a professional consultant to survey local companies, we aim to build a robust pipeline of age-inclusive employers. This dual approach not only prepares older workers but also creates a receptive job market by educating employers on the value of older employees and advocating for flexible, inclusive hiring practices.

This integrated strategy has the potential to catalyze broader positive impacts by setting a precedent for other organizations and communities. By demonstrating the benefits of age-inclusive employment practices, we can influence industry standards and encourage more companies to adopt similar approaches. This could lead to a significant shift in the market, where age diversity is recognized as a valuable asset, ultimately transforming the employment landscape for older adults.

Impact Goal 1:  Design and implement a large-scale survey

Goal: Create and conduct a large-scale survey to identify and address barriers to hiring, promoting, and retaining older workers, and to inform the creation of age-inclusive workplaces. 

Indicators:

• Number of companies that complete the survey out of the total number of companies invited to participate.
• Percentage of survey questions answered completely and accurately, producing reliable data.
• Feedback from survey administrators on the ease of administering the program.
• Number of companies and individuals accessing and utilizing the survey findings to inform their policies, programs, and practices related to age-inclusive employment.

Impact Goal 2: Develop a Sustainable Age-Inclusive Employer Coalition

Goal: Establish a leading coalition of employers committed to fostering age-inclusive workplaces, driving systemic change through innovative practices, and creating a model for sustainable employment for older workers.

Indicators:

• Number and diversity of member companies joining the coalition over time.
• Assess the number and types of existing age-inclusive policies and practices by member companies.
• Track the engagement and retention rates of older workers within participating companies.

Impact Goal 3: Reduce Ageism in the Workplace with a new Playbook

Goal: Reduce age discrimination in the workplace within companies by developing and disseminating a comprehensive Playbook that equips employers with the tools and knowledge to create age-inclusive workplaces.

Indicators:

• Assess the extent to which participating companies implement specific age-inclusive practices outlined in the Playbook.
• Gauge employee perceptions of age inclusivity within participating companies through employee surveys.
• Track public awareness campaigns and policy advocacy efforts undertaken by the solution.
• Track the engagement and retention rates of older workers within participating companies.
  

Full-time staff - 4

Contractors – 1

Partners - 5

The senior source has been committed to economic security through employment for older adults since the 1990s. With the creation of the EFSC, we have been laser focused on ensuring older adults have the skills, both hard and soft, they need to not only get a job but also to retain it. The EFSC was voted top nonprofit team of the year in 2023 by DCEO magazine. Erica and Julie, the solution lead and backup, have been the hands-on leaders for our employment efforts and have presented at conferences around the country about economic security for older adults.  

At The Senior Source, we are deeply committed to fostering a diverse, equitable, and inclusive environment for all team members. Our Diversity, Equity, and Inclusion (DEI) efforts are guided by our publicly published DEI statement on our website. It affirms our belief that everyone deserves to age with dignity and equity, and this principle extends to our workplace culture.

Diversity: We actively recruit from diverse audiences to ensure our staff reflects the community we serve. Currently, 50% of our staff are from racially or ethnically diverse backgrounds. Our Board of Directors is also committed to diversity, with our current members having 29% racial, ethnic, or identity diversity among its members.

Equity: We prioritize continuous learning and training to enhance cultural competency and psychological safety. Our DEI Committee, founded in 2020, plays a crucial role in promoting common ground and understanding. We have implemented annual staff goals to reduce identified racial disparities. We also ensure that all cross-functional and ad hoc teams are representative of our total staff and client population.

 Inclusion: We create a welcoming environment through various initiatives, such as cultural events, staff trainings, and community tours. Our DEI Committee organizes activities that seek to provide awareness and understanding for marginalized older adult populations like the African American, Hispanic and LGBTQ ones.

By embedding DEI principles into our organizational culture, we minimize barriers to opportunity and ensure that all team members feel respected, supported, and valued. These efforts not only strengthen our ability to hire, retain, and grow our greatest assets—our employees—but also enable us to better serve our mission of improving the quality of life for older adults in the greater Dallas area.

Key Resources:

• People: Employer Outreach Coordinator, Professional Consultant, Other Staff, Marketing, Social Media, Survey.
• Finance: Grants, donations, corporate sponsorships.
• Resources: New employment playbook, technology for micro-learning sessions, office space.

Key Activities:

• Program Activities: Work with a consulting firm to develop and implement a comprehensive survey, coalition development, create new employment playbook, conducting employer outreach, and delivering micro-learning sessions.
• Nonprogram Activities: Fundraising, marketing, partnership development, and administrative tasks.

Partners and Key Stakeholders:

• Essential Groups: Dallas-headquartered large employers. 

Type of Intervention:

• Format: In depth research survey and employment playbook

Channels:

• Reaching clients: Through partnerships with local employers, community outreach, online platforms, social media, and local events.

Segments:

• Beneficiaries: Older workers
• Coalition Members: Employers looking to hire and retain workers by creating age-inclusive workplaces.

Value Proposition:

• Social Impact: Reducing ageism in the workplace, enhancing the employability of older adults, and creating inclusive job opportunities.
• Customer Benefits: Employers gain access to a reliable, experienced workforce; older adults secure meaningful employment and financial stability.

Cost Structure:

• Biggest Expenditure Areas: Salaries for staff and consultants, research study and survey, training materials, technology, office space, marketing.
• Changes as You Scale Up: Increased costs for expanding training programs, additional staff, and larger office space.

Revenue:

• Revenue Sources: Grants from foundations and government agencies, donations from individuals, corporate sponsorships

We are applying to the Truist Foundation Inspire Awards to address the persistent ageism that creates barriers to employment for older adults. Despite our efforts to reskill and upskill, many older workers face significant challenges in securing and retaining meaningful employment. Our solution aims to bridge this gap by simultaneously supporting older workers and educating employers on the value of an age-inclusive workforce.

Working with the Truist Foundation and MIT Solve would add immense value to our solution by providing the resources, expertise, and network needed to overcome key barriers. Specifically, the Challenge can help us:

1. Conduct Comprehensive Research: Support from Truist Foundation and MIT Solve will enable us to engage a professional consultant to survey Fortune 500 companies, identifying their needs and gaps in hiring older workers.
2. Expand Employer Outreach: With funding and strategic guidance, we can hire an Employer Outreach Coordinator to build relationships with local employers and advocate for age-inclusive practices.
3. Develop Partnerships: Leveraging the networks of Truist Foundation and MIT Solve, we can establish a robust pipeline of age-inclusive partner companies committed to inclusive hiring practices.

By addressing these barriers, we can create a sustainable impact, fostering a more inclusive workforce and empowering older adults to thrive. The collaboration with Truist Foundation and MIT Solve will not only enhance our program's effectiveness but also set a precedent for other organizations to follow, ultimately transforming the employment landscape for older adults.