Online job demand dips 66,900 in February 2010
Labor demand retreated slightly in February, following three months of strong gains totaling almost 750,000 Demand for Management positions up in February, while demand for Healthcare jobs dips
Online advertised vacancies slipped 66,900 to 3,957,000 in February, according to The Conference Board Help Wanted OnLine(TM) (HWOL) Data Series released today. The February dip follows a large increase of almost 750,000 in the previous three-month period. Recent declines in the number of unemployed (labor supply) coupled with the rise in the number of advertised vacancies (labor demand) has narrowed the gap between labor supply and labor demand by 1,500,000, and in January, the latest month of unemployment numbers, there were 10.8 million or 3.69 unemployed for every online advertised vacancy.
“Although labor demand dipped slightly, the large gains in the last few months have provided a positive sign of a turnaround in employer labor demand,” said June Shelp, Vice President at The Conference Board. “Currently, labor demand, as measured by online job postings, is close to the levels in November 2008, just prior to the huge losses from the financial crisis. The numbers indicate that the economy is recovering from the recession and companies are filling vacant positions, but it is still unclear if employers are willing to significantly expand their workforce.”
REGIONAL AND STATE HIGHLIGHTS
Labor demand up 15,300 in the Midwest in February but slips in other Regions
NOTE: Due to benchmark revisions in unemployment data, State unemployment data are for December 2009. January unemployment data are scheduled for release on March 10, 2010.
The Midwest, the only region to post gains in February, was up 15,300, reflecting gains in three of the six largest states in the region. Michigan rose 3,800, Ohio was up 3,200, and Minnesota gained 2,900. Illinois was unchanged while Missouri dropped 1,200, and Wisconsin dropped a modest 700. Among the smaller states in the region, Indiana rose 2,100 and North Dakota was up 1,600.
The Northeast region dropped 29,900 in February on a seasonally adjusted basis. Pennsylvania was down 9,400, New Jersey declined by 8,800, Massachusetts lost 3,400, and New York dipped 1,500. Among the states with smaller populations, in February job demand in Connecticut decreased by 4,400, New Hampshire was down by 600, Rhode Island and Vermont fell by a modest 100, and Maine remained unchanged.
In the West, February online advertised vacancies dropped 28,000 with a loss of 19,300 in California. Colorado dropped 6,200, and Arizona dropped 6,100. Washington rose 2,400. Among the states with smaller populations, Nevada dropped 2,400, New Mexico fell 1,200, and Alaska dropped by 800, while Hawaii was up 1,300.
In the South, online advertised vacancies fell by 19,500, reflecting the combination of declines and gains in some of the larger states. Texas, which in January had experienced its largest gain since November 2005, dipped 10,800. Florida and Maryland had modest drops of 2,200 and 800, respectively. Georgia gained 5,100, Virginia gained 2,800, and North Carolina gained 500. Among the less populous states in the South, in February, Oklahoma decreased by 5,500, Louisiana decreased by 1,600, and advertised vacancies in Kentucky dipped by 700.
The Supply/Demand rate for the U.S. in January (the latest month for which unemployment numbers are available) was at 3.69, down from 4.19 in December and indicating that there are now 3.69 unemployed workers for every online advertised vacancy.
Due to Bureau of Labor Statistics benchmark revisions, January unemployment data for States will not be available until March 10, 2010. For December 2009, the highest Supply/Demand rate was in Michigan (9.07), where there are over 9 unemployed people for every advertised vacancy. Based on December data, other states where there are over 6 unemployed for every advertised vacancy are Mississippi (7.92), Kentucky (6.88), and Indiana (6.19). States with some of the lowest December rates where there are less than 2 unemployed for each online advertised vacancy include Nebraska (1.56), South Dakota (1.65), and Alaska (1.69).
It should be noted that the Supply/Demand rate only provides a measure of relative tightness of the individual state labor markets and does not suggest that the occupations of the unemployed directly align with the occupations of the advertised vacancies.
OCCUPATIONAL HIGHLIGHTS
Demand for Management positions up in February
Food Preparation and Serving Related occupations, Building and Grounds Cleaning and Maintenance occupations post gains over the last five months
Advertised vacancies for Healthcare Practitioners and Technical, and Healthcare Support occupations down slightly in February
Among the top 10 occupation groups with the largest number of online advertised vacancies, Management occupations rose 61,100 to 488,000 in February. Job demand in this occupational group lay flat for all of 2009 but has picked up in January and February. The increase reflects postings for a wide variety of occupations including sales managers, computer and information systems managers, and marketing managers.
Healthcare Practitioners and Technical occupations experienced the largest February decline, down 30,300 to 537,000. The decline reflects drops in demand for occupational and physical therapists and general internists. Labor demand for Healthcare Support occupations, which has remained relatively steady throughout the recession, dipped 8,600 to 110,700 in February. Contributing to this month’s decline were fewer advertised vacancies for physical and occupational therapist assistants, mirroring the declines in the demand for practitioners in these areas.
Healthcare is a broad field, and the relative tightness of the labor market varies substantially from the higher-paying practitioner and technical jobs to the lower-paying support occupations. In January, the latest month for which unemployment data is available, advertised vacancies for healthcare practitioners or technical occupations outnumbered the unemployed looking for work in this field by over 3 to 1, and the average wage in these occupations is $32.64/hour. In sharp contrast, the average wage for healthcare support occupations is $12.66/hour and there were over 2 unemployed looking for work in the field for every advertised vacancy.
Advertised vacancies in Office and Administrative Support occupations were down 25,600 in February to 424,600. The decline largely reflected fewer advertised vacancies for stock clerks and order fillers and tellers. The number of unemployed exceeds the number of advertised vacancies, and in January there were nearly 4 unemployed (3.78) for every online advertised vacancy in this field.
Business and Financial Operations professions dropped 24,700 in February to 209,500. Largely responsible for the decrease was fewer advertised openings for management analysts and tax preparers. The number of unemployed exceeds the number of advertised vacancies, and in January there were almost 2 unemployed (1.60) for every online advertised vacancy in this field.
Sales and Related professions dropped 15,200 in February to 482,800. Largely responsible for the decrease were fewer advertised vacancies for first-line supervisors/managers of non-retail sales workers, demonstrators and product promoters, and financial services sales agents. The number of unemployed in this field exceeds the number of advertised vacancies, and in January there were over 3 unemployed (3.26) for every online advertised vacancy. Two categories that have posted increases for the last five months are Food Preparation and Serving Related occupations and Building and Grounds Cleaning and Maintenance occupations, which rose by 2,400 and 1,400 respectively in February. In the last five months, advertised vacancies in food preparation and service occupations have risen by 23,400, while demand for building and grounds workers rose by 8,700 over the same period.
Supply/Demand rates among the occupations with the largest number of online advertised vacancies indicated that there is a significant difference in the number of unemployed seeking positions in these occupations. Among the top ten occupations advertised online, there were more vacancies than unemployed people seeking positions for Healthcare Practitioners (0.3) and Computer and Mathematical Science (0.4). On the other hand, in Sales and Related Occupations, there were over three people seeking jobs in this field for every online advertised vacancy (3.3); there were almost four unemployed looking for work in Office and Administrative Support positions for every advertised opening (3.8); and there are over eleven unemployed seeing work in Food Preparation and Serving occupations for every online advertised opening (11.1).
METRO AREA HIGHLIGHTS
Washington, D.C., Baltimore, and Salt Lake City have the lowest Supply/Demand rates
Online advertised vacancies in all 52 major metropolitan areas rose since last year
In February, all of the 52 metropolitan areas for which data are reported separately posted over-the-year increases in the number of online advertised vacancies. Among the three metro areas with the largest numbers of advertised vacancies, the New York metro area was about 38 percent above its February 2009 level, the Washington, D.C. metro area was about 24 percent above its February 2009 level, and the Los Angeles metro area was about 18 percent above last year’s level.
Based on the latest unemployment data for December, the number of unemployed exceeded the number of advertised vacancies in all of the 52 metro areas for which information is reported separately. Washington, D.C., Baltimore, and Salt Lake City were the locations with the most favorable supply/demand rates, where the number of unemployed looking for work was only slightly larger than the number of advertised vacancies. On the other hand, metro areas in which the respective number of unemployed is substantially above the number of online advertised vacancies include Riverside, CA, where there are over 12 unemployed people for every advertised vacancy (12.1), Detroit (10.3), Miami (6.5), Sacramento (6.3), Los Angeles (5.7), Chicago (5.6), and Tampa (5.5). Supply/Demand rate data are for December 2009, the latest month for which unemployment data for local areas are available.
PROGRAM NOTES
The Conference Board Help Wanted Online(TM) Data Series measures the number of new, first-time online jobs and jobs reposted from the previous month on more than 1,200 major Internet job boards and smaller job boards that serve niche markets and smaller geographic areas.
Like The Conference Board’s long-running Help Wanted Advertising Index of print ads (which was published for over 55 years and discontinued in January 2008 but continues to be available for research), the new online series is not a direct measure of job vacancies. The level of ads in both print and online may change for reasons not related to overall job demand.
With the February 1, 2008 release, HWOL began providing seasonally adjusted data for the U.S., the 9 Census regions and 50 States. Seasonally adjusted data for occupations was provided beginning with the July 1, 2009 release. This data series, for which the earliest data is May 2005, continues to publish not seasonally adjusted data for 52 large metropolitan areas, but it is The Conference Board’s intent to provide seasonally adjusted data for large metro areas in the future.
People using this data are urged to review the information on the database and methodology available on The Conference Board website and contact the economists listed at the top of this release with questions and comments. Background information and technical notes on this new series are available at: http://www.conference-board.org/economics/helpwantedOnline.cfm.
The underlying data for this series is provided by Wanted Technologies Corporation. Additional information on the Bureau of Labor Statistics data used in this release can be found on the BLS website, www.bls.gov.
New research from EBRI: Older Americans staying longer in the work force
The labor-force participation rate is increasing for older Americans (those age 55 and older) as older workers are faced with higher health costs and economic losses, according to a study published by the nonpartisan Employee Benefit Research Institute (EBRI).
For those ages 55-64 (the “near elderly”), the increase is being driven almost exclusively by the increase of women in the work force; the male participation rate is flat to declining. However, among those age 65 and older (the elderly), labor-force participation is increasing for both male and females, says the study in the February 2010 EBRI Notes, available at www.ebri.org
As the study suggests, workers increasingly are facing more responsibility in paying for their retirement expenses: Private-sector workers who have access to an employment-based retirement plan most commonly have a defined contribution plan (typically a 401(k) plan, financed at least partially with workers’ own contributions), and retiree health insurance is becoming increasingly scarce. Even for those who do have retiree health insurance, caps on what the employer will pay annually for the coverage are being reached and/or surpassed.
Consequently, the study says, workers today have greater incentives to stay in the work force, such as the ability (and in some cases the need) to continue to accumulate assets in defined contribution plans and to have access to employment-based health insurance coverage, instead of having to tap into their savings to pay for their expenses.
The study, based on U.S. Census Bureau data, includes these additional points:
- The percentage of civilian noninstitutionalized Americans age 55 or older who were in the labor force declined from 34.6 percent 1975 to 29.4 percent in 1993. However, since 1993, the labor-force participation rate has steadily increased, reaching 39.4 percent in 2008–the highest level over the 1975-2008 period.
- Education is a strong factor in an individual’s participation in the labor force at older ages: Individuals with higher levels of education are significantly more likely to be in the labor force than those with the lower levels of education.
- The upward trend among the working near elderly and elderly is not surprising and is likely to continue because of workers’ need for access to employment-based health insurance and for more earning years to accumulate assets in defined contribution (401(k)-type) plans–especially after the 2008 downturn in the stock market and economy.
- While some older Americans have a greater need to work to help make their retirement assets last longer or to continue to build up assets, monetary incentives are not the only motivating factor. There also is an increased desire among Americans to work longer, particularly among those with more education, for whom more meaningful jobs may be available that can be done well into older ages.
Source: Employee Benefit Research Institute
Skills Creation: The Future of Employment panel at Davos
As ‘Workforce Accelerators,’ Temporary Workers are a Company’s Best Kept Secret for a Sustainable Comeback, Manpower Inc. Chairman and CEO Joerres Illustrates for World Economic Forum Executives, Government Leaders
Manpower Inc. Chairman and CEO Jeff Joerres will today advise business and government leaders on how companies can address a global talent mismatch and do more with less in his remarks as part of a global skills creation panel at the World Economic Forum Annual Meeting in Davos.
“In this economic climate, it’s not just about finding skilled workers, it’s about finding elite talent – the best of the best. The strategic use of temporary workers is the fastest way for companies to stage an immediate post-crisis comeback,” said Jeff Joerres, Chairman and CEO of Manpower Inc. “Flexibility is key – for both employers and their workforce. Companies need flexible, agile workers who can constantly adjust and enhance their skills to meet the needs and expectations of workers. Employees expect that same flexibility in return, to advance professionally and pursue their personal lifestyles.”
There are plenty of people available for work with the technical qualities needed to do certain jobs, but perhaps they don’t have the psychological make-up, critical thinking skills or intellectual curiosity to really move the company forward, according to Joerres’ planned remarks for the panel. (Note to editors: the attached diagram shows the anatomy of a Manpower temporary worker in detail, including attributes that will be attractive to employers and employees.)
Earlier this week, Manpower Inc. identified four megatrends that should be top concerns for business leaders around the globe when planning their workforce management strategy throughout the recovery. These tenets will be pillars of Joerres’ remarks on the panel skills creation. These megatrends are:
– The Talent Mismatch is deepening as the working age population declines and the nature of work changes. These significant shifts in talent supply are transforming the global labor market.
– Individual Choice will be exercised by those with the skills that are most in demand, requiring companies to think differently about how jobs are defined and how they will attract and retain scarce talent.
– Rising Customer Sophistication requires businesses to work in a new way, driven by innovation and delivering greater value and efficiency.
– Technological Revolutions have the power to change where, when and how we work, enabling organizations to be more agile and innovative – if
they know how to leverage it.
According to Manpower’s most recent Talent Shortage Survey, 30 percent of employers across the globe continue to struggle to fill positions available despite the global economic downturn. The top five positions employers are having most trouble filling globally are skilled manual trades people, sales representatives, technicians (technical workers in the areas of production/operations, engineering and maintenance), engineers and management/executives. Manpower surveyed nearly 39,000 employers across 33 countries and territories to gauge employers’ ability to find the talent they need.
Joerres and Manpower are members of the Global Agenda Council on the Skills Gap. The panel will be moderated by J. Frank Brown, Dean of INSTEAD, France, who co-chairs the Global Agenda Council on the Skills Gap along with Manpower Inc. President of Global Corporate Affairs David Arkless. This panel can be watched via livestream at http://wef2010.unitec-media.tv/index.html.
Source: Manpower Inc.
Help Wanted: Federal agencies look to hire nearly a quarter of a million workers from now through Fall of 2012
Aon Consulting Offers Keys to Securing a Federal Position
The federal government is hiring tens of thousands of new employees, according to a report titled “Where the Jobs Are 2009: Mission-Critical Opportunities for America,” released by the nonprofit Partnership for Public Service and cosponsored by Aon Consulting, the global human capital consulting organization of Aon Corporation .
The report represents job data from 35 federal agencies (employing more than 1,000 people), and found that from October 2009 through September 2012, these employers plan to hire approximately 273,000 workers in mission-critical roles (positions considered crucial by agencies to fulfill their essential obligations to the American people)*. This represents a 41 percent increase, compared to the three previous fiscal years.
“For job seekers motivated by a desire to make a difference and improve the lives of Americans, there are no better possibilities than those provided by our federal government,” said Max Stier, president and CEO of the Partnership for Public Service. “This report confirms that the job opportunities are there. People need to seize them.”
The majority of new federal hires are expected to come from five professional fields, led by jobs in the medical and public health category, as well as in security and protection. The number of medical and public health openings projected from now through fall of 2012 is 53 percent higher than from 2007 through 2009, while the demand for security and protection positions show an estimated increase of 46 percent during that timeframe. Other top categories include compliance and enforcement, legal occupations, and administration and program management.
“It’s important to note that while there has been considerable growth in mission-critical jobs, the government is not growing significantly larger in historical terms. By the end of 2012, with all new hires, our nation’s workforce will still be smaller than it was in 1967,” said Stier.
The largest increase in new hires from 2010 through 2012 will come at the Department of Veterans Affairs (VA). From 2007 through 2009, the VA needed about 30,000 new workers, but the department plans to recruit 48,159 new hires in the next three years. The Department of Homeland Security projects a jump from almost 48,000 hires in the previous three-year period to an estimated 65,730 new job openings between 2010 and 2012. The Department of Defense (including the Army, Navy and Air Force) estimates it will hire 43,514 new employees, an increase from the 35,000 it needed in the 2007 through 2009 timeframe.
Getting Hired by a Federal Agency
Many federal agencies will receive an unprecedented number of resumes for each of their job openings, including several from candidates who are applying for a public sector position for the first time. While standing out from the crowd is important in pursuing all jobs, there are a number of keys in doing so for the federal sector. Aon Consulting offers the following tips:
1. Start by visiting www.usajobs.com, which is the official jobs site for the U.S. Federal Government. Much like private sector job sites, you can review openings by keywords and set up job alerts. Review job postings carefully, including qualifications, assessment processes, job location and application closing dates. This information is important in customizing a cover letter and communications, as well as in completing applications and online questionnaires.
2. If you haven’t held a public sector job in the past, demonstrate your interest in the position by highlighting appropriate experience in serving your community, town, school board, etc. In many cases, the skills and commitment to public service will translate, based on this experience.
3. Follow up on your application within the first two weeks after the closing date. With the number of candidates vying for these positions, research and follow up are critical to landing the new role.
4. Stay current on federal news that may impact your search by subscribing to the Federal News Daily e-newsletter at www.federaldaily.com, which is a news and resource site for federal employees.
5. Remember, you don’t need to live in the Washington, D.C., area to work for a federal agency. Nearly 85 percent of federal jobs are outside Washington, D.C. In addition, there are several international postings, if those are of interest. According to the Where the Jobs Are 2009 report, more than 44,000 federal employees are currently working abroad.
“This hiring surge comes at a time of high national unemployment and a renewed enthusiasm for public service,” said Cecelia Evans, leader of the Federal Sector Practice for Aon Consulting. “This means there will be fierce competition for federal jobs, offering the government a chance to select high-caliber talent, reinvigorate civil service and build a workforce for tomorrow.”
For a copy of this report, please visit www.aon.com/federal.
*The projected 273,000 openings in the next three fiscal years do not include every single job that will be available in our government, just those designated as permanent, full-time, mission-critical positions. Separately, the Partnership for Public Service estimates that during the full four years of President Obama’s term, new hiring for all types of federal government positions will reach nearly 600,000 people or almost one-third of the current workforce.
Source: Aon Corporation
Unemployed natives available for work: Report finds huge number of less-educated Americans not working
The Center for Immigration Studies (CIS) has released a new study detailing the U-6 unemployment rates among native born workers. U-6 is a broader measure of employment that includes the unemployed, people who would like to work but who have not looked for a job recently, and those involuntarily working part-time. A look at these numbers shows the situation is particularly bad for minorities, the young, and less-educated Americans. These are the workers who face the most competition from immigrants – legal and illegal.
The study, “A Huge Pool of Potential Workers: Unemployment, Underemployment, and Non-Work Among Native-Born Americans,” is authored by CIS Director of Research Steven A. Camarota and Demographer Karen Jensenius. The report is available online at: http://cis.org/UnemploymentAmongNativeWorkers.
Among the findings:
– As of the third quarter of 2009, there are 12.5 million unemployed native-born Americans, but the broader U-6 measure shows 21 million natives unemployed or underemployed.
– There are 6.1 million natives with a high school education or less who are unemployed. Using the U-6 measure, it is 10.4 million.
– In addition to those less-educated natives covered by U-6, there are another 18.7 million natives with a high school education or less not in the labor force, which means they are not looking for work.
– The total number of less-educated (high school education or less) natives who are unemployed, underemployed, or not in the labor force is 29.1 million.
– To place these numbers in perspective, there are an estimated seven to eight million illegal immigrants holding jobs.
– As of the third quarter of 2009, the overall unemployment rate for native-born Americans is 9.5 percent; the U-6 measure shows it as 15.9 percent.
– State with the highest U-6 rates for less-educated natives are Michigan, California, Arizona, Florida, Tennessee, South Carolina, North Carolina, Nevada, Illinois, and Georgia.
– Nationally, the unemployment rate for natives with a high school degree or less is 13.1 percent. Their U-6 measure is 21.9 percent.
– The unemployment rate for natives nationally with less than a high school education is 20.5 percent. Their U-6 measure is 32.4 percent.
– Nationally, the unemployment rate for young native-born Americans (18-29) who have only a high school education is 19 percent. Their U-6 measure is 31.2 percent.
– Nationally, the unemployment rate for native-born blacks with less than a high school education is 28.8 percent. Their U-6 measure is 42.2 percent.
– The unemployment rate for young native-born blacks (18-29) with only a high school education is 27.1 percent. Their U-6 measure is 39.8 percent.
– Nationally, the unemployment rate for native-born Hispanics with less than a high school education is 23.2 percent. Their U-6 measure is 35.6 percent.
– The unemployment rate for young native-born Hispanics (18-29) with only a high school degree is 20.9 percent. Their U-6 measure is 33.9 percent.
– Nationally, the overall unemployment rate for immigrants (legal and illegal) is 9.9 percent. Their U-6 measure is 19.6 percent, which is significantly higher than the rate for natives.
– The unemployment rate for immigrants with less than a high school education is 12.3 percent. Their U-6 measure is 27.4 percent. The unemployment rate for young immigrants (18-29) with only a high school education is 12.2 percent. Their U-6 measure is 25.2 percent.
The Center for Immigration Studies is an independent research institution that examines the impact of immigration on the United States.
Source: Center for Immigration Studies
75 percent of Americans plan on working as long as they can
New Bankrate poll shows that uncertainty with their finances has altered many Americans’ retirement plans
A new study released by Bankrate, Inc. shows that the vast majority of working Americans plan to work as long as they can during retirement age, showing a redefinition of how Americans view traditional retirement plans. The poll, conducted by Princeton Survey Research Associates International, is included in the new Bankrate Financial Literacy series on Retirement Income.
Among the findings:
– 75 percent of Americans plan to work as long as they can during retirement age. 39 percent plan to work because they enjoy work while almost one-third plan to work because they’ll need the money;
– Although so many Americans plan on working through retirement age, only 15 percent of retirees polled are currently employed compared to 84 percent who are not;
– 55 percent of retirees worry about money and wish they had saved more compared to only 38 percent who think they have enough money to retire without worry;
– The financial crisis has affected many people’s plans to retire with only 31 percent expecting to retire on time as planned while 40 percent plan on postponing their retirement plans;
– 53 percent of Americans made no changes to their investments due to the financial crisis compared to 14 percent who went with a more conservative investment approach;
– Almost 40 percent of Americans are investing for retirement on their own with 16 percent using an asset allocation plan, 15 percent picking mutual funds based upon performance, and eight percent with a target date fund. 27 percent use a financial adviser for decisions while 18 percent don’t invest in a retirement plan and 9 percent don’t utilize any strategies;
– Due to a lack of pension plans like today’s workforce, 26 percent of retirees polled are relying solely on Social Security for their income.
“This poll offers an interesting insight into Americans’ views of employment and retirement,” said Julie Bandy, editor in chief at Bankrate.com. “Seventy-five percent of today’s generation plan to work as long as possible, a far cry from that of previous generations. Falling home values and losses in retirement accounts are forcing many Americans to re-evaluate their retirement needs. “
This national random-digit-dialed phone study of 1,003 adults 18 or older, including 509 who are currently employed, was conducted for Bankrate by Princeton Survey Research Associates International. The sample was weighted by demographic factors including age, gender, race, education and census region to ensure reliable and accurate representation of adults in U.S. households. The overall margin of error for the survey is +/- 4 percentage points based on the total sample, +/- 6 percentage points for retired adults, and +/- 5 percentage points for non-retirees.
Source: Bankrate, Inc.
Hispanic Workers Ages 50+ May Help Employers Solve Potential Future Labor Shortages
But Many Older Hispanics – the “invisible” Boomers – Face Workplace Challenges
Older Hispanic workers can play a dynamic role in helping solve long-term challenges for many employers, as the traditional labor pool of workers ages 25-54 stagnates, according to a new AARP report, being released at AARP’s Diversity and Aging conference in Chicago.
That is a key finding of the AARP study that focuses on the so-called “invisible” Boomers – Hispanics – as a growing segment of the U.S. workforce. Despite their growing importance, there has been little public and media attention given so far to older Hispanics.
“Once the recession ends, employers may face a scarcity of working age adults with the necessary skills and experience,” said Deborah Russell, AARP’s Director of Workforce Issues. “Hispanics are one of the fastest growing segments of the older population, and they can help in a big way in filling the void.”
The AARP study was prepared by the Urban Institute, using Institute data and drawing on information from the Census Bureau, the Department of Labor and the University of Michigan as well. The Tomas Rivera Policy Institute at the University of Southern California provided recommendations for the report.
Some of the major statistical findings of the study that are relevant to Hispanics’ work careers are:
- In 2006-2008, 15 percent of Hispanics ages 50-69 reported work disabilities, compared with 24 percent of non-Hispanic blacks and 14 percent of non-Hispanic whites.
- Approximately 3.2 million Hispanics ages 50-69 were employed in 2007, earning a total of $126 billion.
- At age 65, Hispanic men and women can expect to live three years longer than non-Hispanic whites and four years longer than non-Hispanic blacks.
Noting that the number of Hispanics ages 50-69 is expected to nearly quadruple by 2050, AARP focused on employer practices to increase the employment prospects of older Hispanics. They include:
- Develop recruiting materials in English and Spanish if an employer is open to hiring workers who are not fluent in English.
- Use media outlets and other recruiting channels that serve the Hispanic community.
- Implement retraining programs to help older workers in physically demanding jobs transition into positions that require less physical exertion.
- Consider offering educational opportunities to workers and job seekers who are good matches for certain career opportunities but who lack a few skills. Such training could include English-as-a-Second language and skill training, the report suggested.
- Consider training for managers that encourages them to embrace workplace diversity and stresses the value that diverse viewpoints can provide an employer.
For more findings on the older Hispanic workforce, including differing statistics on foreign-born and U.S.-born Hispanic workers, please see the full report at http://www.aarp.org/research/work/employment/hispanic_workers_09.html.
The AARP conference, Diversity and Aging in the 21st Century: The Power of Inclusion, brings together experts in the fields of diversity and aging to examine the challenges facing our diverse aging society. The conference offers hands-on experience, in-depth discussion, networking opportunities and continuing education credits for counselors, social workers, nursing home administrators and other professionals. Details are available at www.aarp.org/diversityandaging.
National Walk to Work Day is April 3
If you can’t walk to work, maybe you can walk at work instead.
Friday, April 3 is National Walk to Work Day. Endorsed by the U.S. Department of Health and Human Services, the sixth-annual event encourages Americans to turn their commute into an exercise opportunity.
The reason is clear: According to the U.S. Centers for Disease Control and Prevention, the prevalence of obesity among adults aged 20-74 more than doubled between 1980 and 2006, soaring from 15 percent to nearly 33 percent. Meanwhile, study after study indicates that moderate exercise for 30 minutes per day reduces the risk of heart disease, cancer, stroke and diabetes.
Participation guidelines for National Walk to Work Day couldn’t be more flexible. If walking to work is impractical, at least shun the elevator and walk up the stairs. If you take public transportation, get off a stop early and walk the rest of the way. And if your commute is too long to consider walking, simply pretend it’s National Walk to Lunch Day instead.
Here’s another idea, one that expands on the spirit of the national observance: Why not try walking at work, too? It’s now possible with the Walkstation, a combination treadmill and worksurface. Developed by Details, a Steelcase company, the Walkstation integrates an electric height-adjustable worksurface with a low-speed, commercial-grade treadmill exclusively engineered for Details.
The Walkstation enables office workers to stay active while chatting on the phone, sending e-mails, reading, and working on a computer. The device is most often used as a shared resource. Employers are apt to place them in common areas or conference rooms, where employees can take turns enjoying the benefits. The integrated treadmill operates within a limited range of one-half to two miles per hour, slow enough to allow users to focus on their work, yet fast enough to burn up to 100 calories per hour.
“The Walkstation isn’t intended to work up a sweat the way a gym workout can,” says Details President Bud Klipa. “The purpose is simply to increase movement while on the job and enjoy the health benefits that can result.”
The American Heart Association website, www.americanheart.org, offers a wonderful online support community for people to supplement their wellness commitments. It provides tips for helping reach fitness goals, as well as nutritional information, and information about their National Start! Walking day which is April 8.
For more information about the Walkstation or other Details products, visit www.details-worktools.com. Details is recognized by the American Heart Association as a Start! Fit-Friendly Company for promoting physical activity and health in the workplace.
Fast Facts:
- Obesity is rapidly becoming the number-one healthcare problem in North America, Europe and Asia.
- Last year, the U.S. Department of Health and Human Services released the Physical Activities Guidelines for Americans to help people understand how much exercise they should be getting. According to the guidelines, adults can gain substantial health benefits from two-and-a-half hours of moderate physical activity each week, while children benefit from an hour or more of physical activity each day.
- As recently reported by Reuters (“Will Americans put on recession pounds?” – Jan. 9, 2009), Americans may wind up gaining weight during the recession even if they spend less on food. Reason: Buying foods high in sugar, saturated fats and refined grains is an easy, if unhealthy, way to economize.
Details, a Steelcase company based in Grand Rapids, Mich., provides innovative worktool solutions compatible with most furniture systems. Details worktools are sold through a network of 450 dealers and are featured in 20 Steelcase showrooms throughout North America. For more information about Details, visit www.details-worktools.com.
Top Employers Find That in Tough Economic Times, a Healthy, Productive Workplace is More Important Than Ever
Five Organizations Receive APA’s Psychologically Healthy Workplace Awards, Ten Honored for Best Practices
While the impact of the economy can be felt across all industries, workplaces that continue to invest in employees during tough economic times reap rewards for employer and employees alike, reported the American Psychological Association (APA) at its Psychologically Healthy Workplace Awards ceremony yesterday. Five organizations were recognized by the APA for their comprehensive efforts to promote employee health and well-being while enhancing organizational performance.
Companies presented with the American Psychological Association’s 2009 Psychologically Healthy Workplace Award were W R Systems, Ltd. — Engineering Services Division (Virginia), Replacements, Ltd. (North Carolina), Teledyne Brown Engineering — Huntsville Headquarters (Alabama), WorldatWork (Arizona) and Sandia Preparatory School (New Mexico).
These five organizations reported an average turnover rate of just 11 percent in 2008 — significantly less than the national average of 39 percent as estimated by the U.S. Department of Labor, Bureau of Labor Statistics. Surveys completed by the winning organizations show that only 25 percent of employees reported experiencing chronic work stress compared to 39 percent nationally, and 85 percent of employees reported being satisfied with their jobs, compared to only 61 percent nationally. Additionally, 87 percent of employees said they would recommend their organizations to others as a good place to work, compared to 44 percent nationally and only 5 percent said they intend to seek employment elsewhere within the next year, compared to 32 percent nationally.
“While there is no denying that the current economic downturn may necessitate some belt-tightening, employers should be careful not to secure this quarter’s financial returns at the expense of employee well-being or the organization’s long-term success,” says David Ballard, PsyD, MBA, APA’s assistant executive director for corporate relations and business strategy.
“The five award winners have implemented a comprehensive set of programs and policies designed to optimize outcomes for both employee and employer,” adds Dr. Ballard. “Their efforts demonstrate that any type of organization, large or small, has the power and the responsibility to create a psychologically healthy workplace.”
Winners also report positive outcomes from their workplace practices for employers and employees alike. Teledyne Brown Engineering’s wellness program has led to a 34 percent reduction in absenteeism and employees who participate in the program use a third fewer sick days than those who do not. WorldatWork’s healthy, supportive and flexible work environment has helped employees decrease body mass, cholesterol, blood pressure and glucose. Replacements, Ltd. reports an average tenure of longer than eight years and on employee surveys, 93 percent said they feel their jobs are important to the company and 91 percent report that they care about the organization. At Sandia Preparatory School, low rates of absenteeism result in direct cost savings, as substitute teachers are not needed as often and few employees use all of their available sick time. At W R Systems, the company’s psychologically healthy workplace programs contribute to a low accident and injury rate and strong employee retention.
Psychologically healthy workplace practices fall into five categories: employee involvement; health and safety; employee growth and development; work-life balance; and employee recognition. Employee participation in decision making, skills training and leadership development, flexible work arrangements, and programs promoting healthy lifestyle and behavior choices are just a few of the programs and policies that contribute to a psychologically healthy workplace.
In addition to the PHWA winners, ten organizations received Best Practices Honors for a program or policy that meets the unique needs of the organization and its workforce. The honorees are Broadway House for Continuing Care (New Jersey); Holtz Rubenstein Reminick (New York); Loft Literary Center (Minnesota); Manitoba Blue Cross (Manitoba); Nevada Cancer Institute (Nevada); Orion Associates (Minnesota); Toronto Police Service (Ontario); Watermark Credit Union (Washington) and Women in Construction Company (Minnesota). PHWA winner Sandia Preparatory School (New Mexico) was also recognized as a Best Practices recipient.
APA’s Psychologically Healthy Workplace Award
The Psychologically Healthy Workplace Award (PHWA) program has both local- and national-level components. APA’s PHWA spans North America and is designed to showcase the very best from among the winners recognized by APA’s affiliated state, provincial and territorial psychological associations. Nominees are selected from a pool of previous local winners and evaluated on their workplace programs and policies in the areas of employee involvement, health and safety, employee growth and development, work-life balance and employee recognition. Awards are given to for-profit and not-for-profit organizations as well as government, military and educational institutions.
Best Practices Honors
The Best Practices Honors is a national recognition that highlights those local winners with a particularly innovative program or policy that contributes to a psychologically healthy work environment and meets the unique needs of the organization and its employees. As with APA’s PHWA, nominees come from a pool of previous local winners and are selected through a competitive evaluation and judging process.
More information about the PHWA winners and Best Practices honorees is available at http://apahelpcenter.mediaroom.com/. Organizations interested in learning more about creating a psychologically healthy workplace or applying for an award in their state, province or territory can visit www.phwa.org.
The American Psychological Association (APA), in Washington, DC, is the largest scientific and professional organization representing psychology in the United States and is the world’s largest association of psychologists. APA’s membership includes more than 150,000 researchers, educators, clinicians, consultants and students. Through its divisions in 54 subfields of psychology and affiliations with 60 state, territorial and Canadian provincial associations, APA works to advance psychology as a science, as a profession and as a means of promoting health, education and human welfare.