Updates & Analysis

Not only are many AI tools easy to access, but they have the potential to create a more inclusive and equitable job market for older workers.

In the second installment, we turn our focus to occupational segregation and access to opportunities for Hispanic/Latino older workers. Research shows that they are often concentrated in lower-paying jobs with limited upward mobility. By examining the root causes of occupational segregation, we aim to identify actionable steps towards fostering inclusivity and leveling the playing field in the workplace.

The first part of our series examines the labor force participation rates and wage disparities among Hispanic/Latino older workers. Despite high participation rates, data from the U.S. Bureau of Labor Statistics reveals persistent wage gaps compared to non-Hispanic counterparts. We delve into the factors contributing to these disparities and explore strategies for achieving equitable compensation.

I am saddened to report the passing of my dear friend and CWI board member, Elizabeth “Liz” Bailey. A proud mid-westerner from the State of Wisconsin, Liz blazed a successful trail in public service as a cabinet appointee to Governor Tommy Thompson in her home state and, then, as a Defense Department appointee under President Bill Clinton.

The article, featuring Gary A. Officer, discusses the increasing presence of older workers in the U.S. workforce, highlighting the benefits of hiring and retaining them. These employees offer loyalty, experience, and low burnout rates, which can improve productivity and innovation. With the aging population, companies must overcome ageism and adapt policies to retain this valuable talent. The article emphasizes how an intergenerational workforce can foster collaboration, benefiting both companies and their employees.