Listening to the Voices of Experienced Workers in Hamilton

Listening to the Voices of Experienced Workers in Hamilton: Workforce Barriers and Solutions October 2013

Acknowledgements Workforce Planning Hamilton recognizes and thanks the organizations and individuals that contributed their knowledge and experiences to the creation of this report.

Thanks to the project advisory group who lent their considerable expertise to the project at every step in its creation, and who were invaluable in helping to source individuals to interview.

A special thanks is offered to the 20 individuals who agreed to be interviewed and who willingly shared their experiences, and suggestions with us.

Project Design: Judy Travis, Executive Director Research and Development: Cyndi Ingle and Sarah Hosick

This Employment Ontario project is funded by the Government of Ontario.

Ce projet Emploi Ontario est financÊ par le gouvernement de l’Ontario.

This document may be freely quoted and reproduced without obtaining the permission of Workforce Planning Hamilton provided that no changes whatsoever are made to the text and that Workforce Planning Hamilton is acknowledged as author.

The information presented in this report is current at the time of printing.

The views expressed in this document do not necessarily reflect those of the Government of Canada or the Government of Ontario.

Contents Introduction................................................................................................................................................................................................ pg 1 Why are Older Canadians Remaining in the Workplace Longer?................................................................... pg 1 Description of the Experienced Workers Project.......................................................................................................... pg 2 Background............................................................................................................................................................................................... pg 2 A Profile of Experienced Workers in Hamilton.............................................................................................................. pg 3

How many Experienced Workers are in Hamilton?....................................................................................... pg 3

Age Distribution of Hamilton’s Workforce, 2011................................................................................................ pg 3

Labour Force Activity............................................................................................................................................................. pg 3

Education Levels....................................................................................................................................................................... pg 4

Industry Employment............................................................................................................................................................pg 5

Occupational Employment...............................................................................................................................................pg 6 Uncovering the Experiences of Unemployed Experienced Workers in Hamilton................................pg 7

Findings from the Interviews............................................................................................................................................pg 7

Summary Profile of the Experienced Workers Interviewed......................................................................pg 7

Snapshot of Experienced Workers Interviewed................................................................................................pg 8 Learning from Experienced Workers in Hamilton.......................................................................................................pg 9

Resistance to and Dislike for Online Applications........................................................................................pg 10

Acceptance of Ongoing Training................................................................................................................................pg 10

The Current Job Search Climate................................................................................................................................. pg 11 Barriers to Employment................................................................................................................................................................pg 12

Discrimination due to Age...............................................................................................................................................pg 12

Lack of Education and/or Credentials....................................................................................................................pg 14

Lack of Computer Skills....................................................................................................................................................pg 15 What Can be Done to Help Experienced Workers to Gain Employment?.............................................pg 16

A Need for Current Local Labour Market Information..............................................................................pg 16

Education of Employers......................................................................................................................................................pg 17

Emphasis on Increased Training Classes and Funding............................................................................pg 18

Suggestions to Improve Employment Services for Experienced Workers................................pg 18 Call to Action to Aid Experienced Workers in Hamilton......................................................................................pg 20 Appendix A: List of Interview Questions........................................................................................................................pg 22 Appendix B: List of Advisory Group Members...........................................................................................................pg 22 Appendix C: Support Guides for Experienced Workers.......................................................................................pg 23 Appendix D: Employment Counsellor Resources...................................................................................................pg 23 Works Cited............................................................................................................................................................................................pg 24

Introduction Remember the “Freedom 55” ads by London Life Insurance that were popular years ago? In 2013, the idea that people will retire at age 55 and live out their remaining years in financial and emotional health, existing on a company or Canadian pension may seem unrealistic. With a life expectancy of 79 years for males, and 84 years for females in Ontario1, there are myriad reasons why experienced workers (people 45 years of age plus) are continuing to seek employment well into their 60s or even 70s. And as Canada’s population rapidly ages, and birth rates remain low, retaining and retraining experienced workers (EW) and enabling knowledge transfer from older to younger workers will become increasingly crucial to the economic well-being of the country.

The trend for experienced workers to remain in the workforce is a phenomenon that has increased rapidly during the past fifteen years. From 1997 to 2010 the employment rate for people over 55 years of age doubled for women (from 15.8% to 28.6%) and increased from 30.5% to 39.4% for men.2 Canada’s labour force is estimated at approximately 8 million people, and 20% of the total workforce is 55 years of age or over.3 As the Profile of EW provided in this report demonstrates, Hamilton statistics (sourced from Statistics Canada, 2011 National Household Survey) reflect a similar trend. From 2001 to 2011 the proportion of workers over 45 years of age increased from 34% to 44%. During the same time period both the employment and participation rate for workers 45 years and over increased.

Why are older Canadians remaining in the workplace longer?

It is evident that our society is in the midst of extended labour market flux as long held ideas about aging, retirement, and EW are being reexamined. The need to remain attached to the workforce is a clear reality for many.

The reasons are as varied as the individuals themselves, including maintaining a connection to the workforce for emotional or financial well-being, and to provide for a suitable standard of living during one’s remaining years.

The financial crisis of 2008 led to a 21.4% loss of Canada’s private pension funds, and the reality that over 11.5 million Canadians don’t have workplace pension plans are factors influencing why people may need to remain in the workforce longer.4 “Active aging” which may include an extended connection to the labour market, has been recognized as crucial to one’s mental and physical well-being. The benefits include independence, a feeling of belonging to a community and helping to prevent poor physical health.5 However, for EW who were laid off from a long term job, or who chose early retirement and subsequently discovered that they want to return to the world of work, finding a new position can often be a lengthy and frustrating experience.

1 2 3 4 5 2011.

Statistics Canada, Life expectancy at birth, by sex, by province, 2012.

CARP, Older Workers and the Labour Force, 2011.

CARP, Engaging Older Canadians in the Workforce, 2013.

Ibid.

The National Seniors Council, Report on the Labour Force Participation of Seniors and Near Seniors, and Intergenerational Relations,

—1—

Description of the Experienced Workers Project In 2012 during discussions with Employment Ontario (EO) Employment Services representatives, Workforce Planning Hamilton (WPH) was made aware of the barriers that EW face when seeking employment. Many of the EW that local employment service providers meet are increasingly frustrated and unsure of what path to follow to find suitable employment.

This realization led WPH, in consultation with the employment services providers, to shine a spotlight on the needs of unemployed EW. This report explores the experiences, and barriers that unemployed EW face, and strives to start a dialogue that will lead to best practices to help employment counselors aid job seekers to be successful in gaining employment. The other goal is to suggest actions based on the recommendations of those interviewed, feedback from employment counselors, and actions highlighted by prior research.

For the purposes of this report unemployed workers, 45 years of age plus, who are often labeled “older” and “mature” workers in the literature, will be classified as “experienced.” It was felt by the advisory group that the word has a less negative connotation, and also describes workers who may have been displaced from employment due to shifts in Hamilton’s economy.

Background An advisory group consisting of representatives from the seven EO Employment Services, and two Employment Resource Centres in Hamilton was organized to provide project guidance and feedback, and to suggest individuals to be interviewed. See Appendix A for a list of advisory group members.

At the first meeting of the advisory group the employment counselors shared a profile of the EW they have served and noted the challenges faced by their clients.

The advisory group indicated that judging from their experiences there are two distinct types of EW. The first group consists of those who have retired, are financially sound and want to work due to boredom or other issues. The second group includes people who were laid off, are financially unsound, are unable to find work at a similar rate of pay as they previously enjoyed, and who need skills upgrading (in particular computer knowledge).

The advisory group highlighted challenges facing their clients: • The perceived lack of motivation on the part of EW may be due to the lower rate of pay they have to accept when they are hired for a new position • There may be limitations on the hours EW want to work (for instance they might want to work Monday to Friday, from 9 am. – 5 pm.)

• People become discouraged after being laid off numerous times • Some people display a depressed attitude, have lost their pride, and low self-esteem is apparent among people who have been out of work for quite a length of time • There is a reluctance to learn new technology • There is lack of funding for retraining EW, other than Second Career funding (which is only suitable for clients who meet specific criteria) • Clients lack skills and strategies to job search in the current labour market • Furthermore, some clients lack technology skills (e.g. computer skills) and don’t have the ability to keep up with evolving technology • Clients are often times not aware of their transferable skills • Employers are unwilling to hire individuals who have been unemployed for an extended period of time

—2—

A profile of Experienced Workers in Hamilton Reviewing a statistical profile of EW in Hamilton can help identify the struggles facing EW through a local lens.

The information below shares data regarding the number of EW in Hamilton; age distribution; labour force activity; educational levels; industries employed in, and occupations.

How many experienced workers (EWs) are there in Hamilton?

Hamilton is getting older. The 2011 Census of Population revealed Hamilton has a slightly higher median age at 40.9 years than both Ontario at 40.4 and Canada at 40.6 years. As the population ages, EWs (defined here as workers aged 45 years and over) are playing an increasingly important role in Hamilton’s economy.

Age Distribution of Hamilton's Workforce, 2011 3% 15%

26%

65 years and over 55 to 64 years

Over the period 2001 to 2011, the proportion of Hamilton’s population aged 45 and over increased from 38% to 44%, while the proportion of workers in the same age group (as a fraction of the total labour force) increased from 34% to 44%.

45 to 54 years 22%

35 to 44 years 25 to 34 years 15 to 24 years

20%

13%

Note: Figures may not add to 100% due to rounding.

Source: Statistics Canada, 2011 National Household Survey , Reference no. 99-012-X2011052

Labour Force Activity Labour Force Status of EWs in Hamilton, 2001 to 2011

Employment Rate Unemployment Rate Participation Rate

2001 44.5% 4.0% 46.4%

2006 48.5% 3.9% 50.5%

2011 48.8% 6.0% 51.9%

% Change 2001-2011 9.7% 50.0% 11.9%

Source: Statistics Canada, 2001 Census, 2006 Census and 2011 National Household Survey

EWs are becoming more active in Hamilton’s labour market. Over the period 2001 to 2011, both the participation rate and the employment rate for workers 45 years and over increased. Much of the increase in the participation rate was due to workers over 65 years old. This oldest group of workers increased participation to 11.6 per cent in 2011, up from 6.7 per cent in 2001.

Unemployment rates for EWs also increased following the economic downturn, indicating that while more EWs are entering the labour market, not all are actively employed. Compared to workers aged 25 to 44, EWs typically have a lower unemployment rate; however, the unemployment rate does not account for how many workers may be working part-time when they wish to be full-time or how many workers are underemployed.

—3—

Education Levels Educational Attainment of the Employed Workforce by Age Group in Hamilton, 2011 35%

30%

25%

20%

25 to 44 years Experienced Workers

15%

10%

5%

0% No certificate, diploma or degree

High school diploma or Apprenticeship or trades College, CEGEP or other University certificate or equivalent certificate or diploma non-university certificate diploma or diploma

Source: Statistics Canada, 2011 National Household Survey, Reference no. 99-012-X2011047

EWs are more likely to have lower education levels than younger workers. Only half of EWs in Hamilton have completed some form of postsecondary education, compared to 66 per cent of workers aged 25 to 44.

—4—

Industry Employment Share of EWs in Hamilton's Top Industries of Employment, 2011 20000 31-33 Manufacturing, 15%

18000

Number of Mature Workers in Industry

16000

62 Health care and social assistance, 14%

14000

12000

8000

91 Public administration, 6% 23 Construction, 6%

6000

54 Professional, scientific and technical services, 6%

4000

2000 5000

44-45 Retail trade, 10%

61 Educational services, 9%

10000

72 Accommodation and food services, 3% 10000

15000

20000

25000

30000

35000

40000

Total Number of Workers in Industry

Source: Statistics Canada, 2011 National Household Survey, Reference no. 99-012-X2011052

Example of how to read this chart: Of the approximately 30,000 workers in manufacturing, 16,000 are EWs, representing 15% of mature workers across all industries.

EWs are mostly found in manufacturing, health care and social assistance, retail trade, and educational services. Manufacturing, while on the decline in recent years in Hamilton, still accounts for the largest share of EWs. This shift away from manufacturing is apparent in the younger cohort, as workers aged 25 to 44 are more concentrated in health care and social assistance.

—5—

Occupational Employment Share of EWs in Hamilton's Top Occupational Groups

25000

1 Business, finance and administration occupations, 17% 7 Trades, transport and equipment operators and related occupations, 16%

Number of Mature Workers

20000

6 Sales and service occupations, 19%

0 Management occupations, 13% 15000

10000

4 Occupations in education, law and social, community and government services, 12%

9 Occupations in manufacturing and utilities, 6% 3 Health occupations, 8%

5000 2 Natural and applied sciences and related occupations, 5%

0 0

10000

20000

30000 40000 Total Number of Workers

50000

60000

70000

EWs are found in every occupational group and hold jobs of every skill level. The most common group for both EWs and the total population is sales and service, which employs 19 per cent of EWs and 24 per cent of the total population. This group includes a variety of skilled, intermediate, and elemental jobs such as chefs, police officers, firefighters, sales representatives, food and beverage servers, cashiers, security guards and cleaners.

—6—

Uncovering the experiences of unemployed Experienced Workers in Hamilton: Findings from the interviews The numbers alone do not tell the whole story. Each unemployed EW has their own set of circumstances and their own story. Through interviews we have identified the common themes and, where possible, used their own words to tell the story.

The advisory group members identified twenty EW who were actively seeking employment, and these individuals were interviewed in person, over the phone, or via email. The interview questions are listed in Appendix B. Those interviewed are identified in the report by their first names only, and in two instances names have been changed at the request of the interviewees. Photos of some of the participants have been used with their written permission.

Summary profile of the Experienced Workers interviewed: • The majority of people were between 50-58 years of age • Most were laid off from their last full time job • Their top three self-identified barrier to employment included age, lack of credentials/or education; and lack of computer skills (ten of those interviewed had beginner or rudimentary computer skills) • Top industry sectors: manufacturing; service/sales • Length of time out of the labour force: 13 people had been out of work from two months to a year • Gender: 15/20 of those interviewed were male

—7—

Snapshot of Experienced Workers interviewed: Ages

Major Barrier (self-identified)

44-48

3

Lack of credentials/education

5

50-58

13

Age

11

60-64

4

Lack of computer skills

4

Lack of experience

1

Not sure re: career goals

1

Reason for leaving job Laid off

15

No network

1

Quit

4

Over qualified

1

Early retirement

1

Due to disability

1

Computer Skills

Industry Sector Manufacturing

7

1 = Beginner

7

Service/Sales

2

2

3

Not for profit

2

3

6

Education

1

4

3

Auto repair/maintenance

2

5 = Worked in the field

1

Construction

1

Real Estate (building super)

1

Length of time out of the labour force

Transportation/warehouse

2

2-10 months

9

Comp. systems design

1

1 year

4

Health care

1

1.5 years

2

2 years

3

3 years

2

Gender Male

15

Female

5

—8—

Learning from Experienced Workers in Hamilton A common thread runs through the interviews despite the fact the 20 people interviewed for the project represent differences in their ages, (a range of ages from 44-64), reasons for leaving their previous jobs, industry sectors previously employed in, and the length of time they have been out of work.

What binds the participants together is the high level of frustration, hopelessness and desperation that many express. There is a feeling of being abandoned and betrayed by the government and the “system” that they have supported for many years by paying E.I. and income tax. This feeling of desperation is manifest in the fact that the longer people have been out of work the greater their acceptance to take any type of job. Generally speaking there was no lack of motivation amongst those that were interviewed, rather a sense of sadness that they have found themselves in such an unexpected predicament in their later years.

The feelings amongst those interviewed align with the findings of the Job Search of the Older Unemployed study by Statistics Canada (2012), which discovered that older unemployed people are pessimistic about their chances of finding a suitable job in the next three months; felt that being younger, or healthier would aid them in finding a job, but conversely did not allow advanced age to stop them from seeking job search assistance and learning new skills.6 According to the CARP Older Workers Poll Report (2011) near seniors and seniors who become unemployed are usually out of work longer and have a harder time getting back into the work force than younger age groups.

Their knowledge of industry or occupation specific skills seems to be one of the reasons.7

Prior to lay off Joe (aged 52) was employed for 11 years as a software trainer and quality assurance manager for a software company. Out of work for almost three years, he has targeted software companies in Burlington and has had a few interviews, but most of the work is in Toronto and getting there is an issue. As Joe explains, “The phone calls have stopped and you can reach a point where you are not hireable, due to changes in the technology. I’m running out of money and I’ll be working this fall at anything I can get.”

Many of those interviewed have exhausted their E.I., two have lost their homes, and others are fearful of ending up on the street.

6 7

André Bernard, Perspectives on Labour and Income, Statistics Canada, The Job Search of the Older Unemployed, 2012.

CARP, CARP Older Workers Poll Report, 2011.

—9—

“Tom” (not his real name) aged 60, worked in the transportation industry as a supervisor for 11 years, until he was laid off when the company was sold and automated equipment took over most of his role. Out of work for 1 ½ years and with his E.I. exhausted, Tom is looking at the retail industry for a job, but doesn’t know how to break into the field. As he expresses, “I’ve been living off the charity of a couple of friends and my sister, but all that good will is going through a sieve. I live on the edge of poverty and I worry about it every day. One of my greatest fears is ending up living on the street.”

Resistance to and dislike for online applications A commonality during the interviews was a general resistance to, and non-acceptance of, the process of applying online for employment. Applying for jobs in the present day includes the prevalence of online applications, often directed towards nameless people and the near impossibility of face to face interaction with potential employers.

Working as a trainer in the IT department of a manufacturing company, Charles (aged 64) was employed for 16 years until he was laid off due to the company’s financial problems. He has been out of work for four months and is finding that although he is applying for jobs that he feels qualified for, he is not getting interviews. While he continues to apply for jobs, Charles has also been accepted into a Funeral Director program at Humber College and is hoping to receive Second Career Funding to take the course.

There is a general consensus amongst those interviewed, well articulated by Charles, that if he could only meet the “right” people in person, a job would be his. As he explains, “It’s quite discouraging because I’ve applied for jobs that I know I’d be good at. How to get into the companies, how to get face to face, that is just killing me. I need to be able to just get in and sit down in front of an HR person to say, ‘I’m not just a little electronic piece of data that you’ve received over the internet, I’m a functioning, capable individual who can do the job.’”

Acceptance of ongoing training Most people interviewed were open to becoming involved in ongoing training, such as computer classes, enrolling in the Second Career Program, or other on-the-job training.

— 10 —

For those, such as Kim (aged 58) who has absolutely no experience with computers, gaining experience with computers during an employment program has been a self-confidence booster. Kim, along with her husband, worked for five years as a building superintendent for two high-rise buildings. After the death of her husband she had to quit the job as she was no longer able to carry out the physical demands of the position. She’s been out of work for two years and feels that her major barriers to employment are her lack of computer skills and lack of education. (Kim was married at age 18 and did not attend high school).

As Kim explains, “I’m not great at computers but last week I felt really good because I ended up doing a covering letter on my own.

I would like to continue to learn and become more comfortable with computers. I rely on too many other people. I feel more confidence when I can do it on my own. I feel at least I’m doing something to better myself. And every day I’m learning something new.”

The current job search climate As some people had not looked for a new job for many years, the changes that they have experienced since their last job search have been dramatic. As noted above one of the most pervasive changes in the past 10 years is the use of online applications, and screening methods. Cold calling (ie. stopping by with one’s resume) is no longer favoured by employers. Drilling down, one of the reasons that applying online is disconcerting to many is because they aren’t sure if their applications are even being received.

Having worked in the automotive industry for 2½ years as a business development manager, Roslyn (aged 54) has been out of work for six months. “When I apply for jobs online I’m noticing that contact information isn’t given. I don’t get call backs and am unsure if people are receiving my applications, or if they are lost in cyber space.”

— 11 —

The omnipresent use of temporary agencies and HR recruiting companies is seen as a further negative by the majority of people interviewed.

Chris (aged 53) also finds it frustrating that most applications are now online, and that the days of walking from one company to another to fill out an application, and to meet employers or HR professionals are long gone. He worked for 12 years as an assembly line packer and has been out of work for 1 ½ years. He finds that, “There are 300 people looking for the same job. Everything is done electronically, so heaven forbid if there was a black out.

Technology is moving beyond reason. They are also making everything sound glorified, even Chris has tried the cold call method and has been told by lower level jobs.” employers that they do their hiring via an agency. “When I walk into a business with a resume I’m usually told that they hire through an agency. I think they do that so they don’t have to pay the big bucks, but they have to pay the agency, so in the long run, what’s the difference? It would be better if the money went to the worker, rather than to the agency.

Barriers to employment All those interviewed were well aware of the barriers that they faced to employment, with the common selfidentified barriers being: discrimination due to age (55%); lack of education and/or credentials (25%); and lack of computer skills (20%).

Discrimination due to age Although none of those interviewed stated that they have been told by employers or Human Resources professionals that they didn’t get a job due to their age (which under the Employment Standards Act is illegal for an employer to state) the feeling for 55% of those interviewed was that employer’s ageism was keeping them from obtaining a job.

The feelings expressed by those interviewed falls in line with the findings of a 2012 poll by Ipsos Reid which discovered that 74% of Canadians agree that when hiring, workplaces are discriminating against older workers who are seeking employment.8 A poll completed by CARP in 2011 had similar results with 25% of the members stating that they had been discriminated against in the workplace due to their age, or knew someone who had been. Fifty percent of the members believed that this type of discrimination is common.9 According to a 2012 report by the Federal/Provincial/Territorial Ministers Responsible for Seniors, called AgeFriendly Workplaces: Promoting Older Worker Participation misconceptions about older workers may be part of the reason why they are not considered for employment. These misconceptions include the myth that older workers are less productive, they are quick to retire, training them is not cost-effective since they are going to retire or leave the job, and that they are less interested in training.10 8 9 10

Ipsos Reid, Three-quarters of Canadians Think that Workplaces Discriminate Against Older Workers who are Looking for Jobs, 2012.

CARP, CARP Older Workers Poll Report, 2011.

Federal/Provincial/Territorial Ministers Responsible for Seniors, Age-Friendly Workplaces: Promoting Older Worker Participation,

— 12 —

An industrial wood worker by trade, Frank (age 55) had worked full time as an asbestos remover for 1½ years prior to being diagnosed with skin cancer, which forced him to quit his job.

Unemployed for two years, he would take any type of work but explains why he is unable to find employment. “It’s an age thing. I’m grey, and it’s also my lack of computer skills. I drop off resumes and as I walk away I can almost hear them hitting the garbage can.”

Ed (not his real name, age 57) had worked in the manufacturing sector as a lead hand and millwright for 15 years before being laid off from his last position due to a company closure.

Although Ed has worked at some temporary manufacturing jobs and mechanical jobs, he has found that this type of work has dried up and he’s turned to the retail sector to survive. The last few years have been devastating for Ed as he’s lost his home, and he has discovered that the types of jobs that he can get, retail and service sector employment, pays minimum wage and have irregular hours. He has a unique take on why some employers may be discriminating on the basis of age. “Employers are discriminating against me because of my age and I feel that some employers don’t want to hire older people because we have too much experience, and will bring a new set of eyes that will see things differently. Employers like to hire young people because they are easier to guide.”

Working as a tool and die maker in the manufacturing sector for 23 years, Brian (aged 57) has found that upgrading in computer courses, including CAD, and CNC Programming has not made finding a job as a machinist or tool and die maker any easier. This is especially discouraging when, after two years of being out of work he’s only had three interviews. “You go through the interview, and then it’s, ‘don’t call us, we’ll call you.’

They don’t come right out and say it, but it’s quite evident, it’s because of my age. I have done all the right things, went to school and updated everything.”

2012.

— 13 —

Lack of education and/or credentials Although those interviewed were not asked specifically about their academic levels, 25% felt that their major barrier to achieving appropriate work was their lack of education or credentials. Many of those interviewed indicated that employers are “raising the bar” for criteria when hiring simply because they can, and because they have so many applicants for each position. An EW may have learned on the job, and have fulfilled the requirements of a job role, but are now finding that the lack of the piece of paper to prove their knowledge is holding them back from a successful transition to a new position.

The Job Search of the Older Unemployed (2012), a report by Statistics Canada found that EW faced challenges such as possessing less education than younger workers; being less likely to have attended job related training or having attended school recently; and more likely to have skills for a specific industry – which leaves them at a disadvantage if the sector is in a decline.11 Educational attainment of the employed workforce by age group in Hamilton is part of the information presented in the Profile of EW in Hamilton. When compared with workers aged 25 to 44 EW rank lower in educational attainment in every area including high school; apprenticeship or trades diploma; college; and university. The most predominant difference is that 10% of younger workers do not have a certificate, diploma or degree, and over 20% of EW do not.

As Roslyn notes, “many positions are looking for a university degree now, even when the position may not really need that level of education.”

Out of work for eight months, Donald (aged 53) feels that his lack of a millwright license is holding him back from being successful in obtaining employment. He was employed for 14½ years as a maintenance mechanic and also did millwright work, but without papers. Donald is finding that jobs in his field are being advertised but employers are looking for certification. “I checked at the Ministry and I have to get a paper filled out by my last boss saying my specific skills there, before I can write the exam. I want to write the exam to find out what I know and what I need to know, to get the paper work.”

11

André Bernard, Statistics Canada, The Job Search of the Older Unemployed, 2012.

— 14 —

For Charles a major barrier is that when he graduated from school there were no computer studies diplomas. “When I was working full time there was no time to go back to take a three year computer course. So now I’ve got no diploma, and I’m over 50, so they don’t want you. It’s as simple as that.”

Lack of computer skills For 20% of those interviewed lack of computer skills was self-identified as a major barrier to employment success. For some a lack of rudimentary computer knowledge makes applying for jobs online a time consuming and frustrating experience.

After working in the manufacturing sector for five years in maintenance, Jamie (aged 50) has been out of work for over three years.

His lack of computer skills has made the job search process very difficult. As he explains, “I don’t feel comfortable with a computer.

Changing over my resumes and covering letters and making them individual for each job is very difficult and takes me a lot of time.

I’ve avoided it [using computers] all my life as much as I could.

That wasn’t a good idea.”

For 15 years Holly was employed as a hairdresser before having to leave the job due to health issues with her wrists and back caused by the repetitious movement common in her day to day job activities. She has been out of work for a year and recently completed a personal support care worker program. As Holly explains, “Employment staff have shown me how to apply to jobs as an attachment to an email and I have taken some computers as part of my [PSW] course. The computer teacher wasn’t used to so many mature students with a lot of questions. The pace wasn’t as quick as he was used to and he was a little impatient. It didn’t make it easy for me.”

— 15 —

The three major self-identified barriers highlighted by the EW in this study (discrimination due to age; lack of education and/or credentials; and lack of computer skills) align to those found by other studies such as the Report on the Labour Force Participation of Seniors and Near Seniors, and Intergenerational Relations, released in October 2011 by the National Seniors Council. The report provides a comprehensive look at many of the barriers to labour force participation for EW. Their findings align with those of The Job Search of the Older Unemployed, and to this study. Barriers include workplace discrimination based on age (ie. ageism) and a plethora of other hurdles such as: lack of appropriate skills, education and access to training to move into a new job; lack of knowledge of job opportunities and working options; inflexible human resources practices; and low job satisfaction.12 A report presented by the Expert Panel on Older Workers, entitled Supporting and Engaging Older Workers in the New Economy echoes many of the findings of the previously cited works and our current research.

Provincial and territorial consultations, as well as academic and stakeholder roundtables took place in 2007.

The panel found many of the same barriers to re-employment for EW as the other literature including: a lack of employment opportunities; EW possessing skills specific to their former industry and/or low skill levels in general; lack of computer skills to enable an adequate job search; lack of self-confidence, motivation and self-esteem; and the unwillingness of some EW to relocate or engage in training.13

What can be done to help Experienced Workers to gain employment?

Those interviewed were asked, “If the government could do to one thing to help you and other EW to get a job what would that be?” This question was open ended and put people “on the spot”, but even so, those interviewed came up with useful and thoughtful responses. Below are recommendations for change from EW.

A need for current local labour market information

Dave (age 43) had worked as a furniture finisher for 18 years before the business closed its doors because of downturn in the U.S. economy. Dave has been out of full time work for over a year, and in the meantime has taken seasonal work at a pool company. After that job concluded he took Second Career training for heavy equipment operator and has been looking for work in his field since he graduated in February 2013. Dave feels that if he had had proper local labour market information he may not have taken a heavy equipment operator course, but instead taken an apprenticeship, trade training, or training for heavy equipment mechanic. His stumbling block to employment is that employers want people with experience.

“As far as training goes, I think more in-depth research is needed. When you look as an older worker, when you get forced out of a job after so many years, you need to really look at what the local job market is offering. No use getting into something that will lead to nowhere.

More local research is needed to see where it’s heading.”

12 2011.

13

The National Seniors Council, Report on the Labour Force Participation of Seniors and Near Seniors, and Intergenerational Relations, Expert Panel on Older Workers, Supporting and Engaging Older Workers in the New Economy

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Education of employers, including sharing information on available training incentives Many of those interviewed felt that employers needed to be educated regarding the benefits of hiring EW and also that the incentives that are available for employers to hire be articulated in a straightforward manner.

This idea aligns with a study called Employment Practices and Employability of the Hidden Talent Pool: The Mature Workers, carried out in Quebec in 2012 by the Community Economic Development and Employability Corporation, which investigated employers’ hiring practices and perspectives with regards to hiring mature workers. The study uncovered that the most important factors considered by employers when hiring Anglophone mature workers included: inappropriate salary expectations (69.1%); lack of academic qualifications (63%); overqualified for position (60%); poor interview skills (58.2%); lack of technological skills (57.1%), and lack of necessary experience in years (57.1%), amongst other reasons.14 Recommendations included an awareness campaign, to emphasize to employers the positive aspects of hiring mature workers; training and development programs such as training on social media and targeted computer training, and policies that will encourage employers to hire mature workers.15

As Roslyn explains, “Government needs to focus more on letting employers know that there are incentives available to hire people. They need to make it more public and the details easier to understand. The information needs to be relayed in layman’s terms, since as it is now, it’s not easy for employers to understand.”

Florence felt that employers could benefit from an awareness campaign. “Tell employers not to be so discriminating, that even older people have the experience and they can help to teach the younger ones.”

14 CEDEC, Employment Practices and Employability of the Hidden Talent Pool: The Mature Workers (Report on current employer hiring practices and perspectives related to the employability of workers aged 45 years and over), 2012.

15 Ibid.

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Emphasis on increased training classes and funding Several of those interviewed mentioned the need for increased funding for computer classes, and other training.

As Paul states, “The major thing I would like to do while waiting to be employed is to improve my computer skills, improve my work and typing skills. My idea is to find any way to get my computer skills really going. Once I learn more and get better at it then I think things will come easier for me. If there were any courses they could offer to people my age who are a bit illiterate on [computers], that would be a real bonus. It’s hard to learn on your own, and very time consuming.”

Kim, agreed, “We need more computer knowledge.

Lots of people I talk to of my own age don’t have computers or the knowledge.”

Suggestions to improve Employment Services for Experienced Workers The majority of those interviewed felt that the services received from EO Employment Services counselors was first rate.

As Paul stated, “Things like this [the EO Employment Services program] are absolutely wonderful. I want to thank the government and the people here.

It’s been awesome and it’s gotten me on the right track. I can’t see any flaws or anything more that they can do, except that a lot of older people, like me, aren’t very good on the computer. “

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Ed would like the employment programs to tailor-make their curriculum to individual clients, rather than a “one size fits all approach.” As he explains, “People need more 1 on 1 help, rather than being in classes. More 1 to 1 interaction with employment counselors would help them to get a detailed history of the person. Don’t just send everyone to the same classes. A good assessment at the beginning would help.”

Holly feels that more funding for EO Employment Services and better marketing is needed. “The government needs to give a little more funding for these types of organizations, and advertising more to let people know they are there to help. “

Tom suggests that an employment service geared to help older job seeker be set up. “It would be nice if there was an employment agency just for people over 50. Then the employers would know that they can handle a person over 50.”

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Call to action to aid Experienced Workers in Hamilton The recommendations of those interviewed, and those from the literature need to be studied to see what feasible actions could be taken in our community to aid in dissolving barriers to employment for EW and giving them hope for the future.

As Holly stated, “It really shouldn’t matter how old you are. Sometimes when someone is more seasoned they can bring a little more to the table than someone younger. Don’t allow them [employers] to forget about us.”

1. Producing a guide for employers that would promote employment incentives, with an added section on the benefits of hiring EW, and education on ageism. The guide would be widely distributed to local employers through the EO Employment Service Providers, Hamilton Chamber of Commerce, and via WPH’s database of over 3300 companies. A partnership could be forged with The Hamilton Spectator to provide the guide as an insert.

2. A renewed effort to supply Second Career applicants (and other EW who are contemplating training) with up to date local labour market information. This would build on a previous WPH project which provided applicants with up-to-date local labour market information.

3. Update the Lostmyjob.ca site, which was originally created in 2010 to aid laid-off workers by providing peer to peer advice and success stories. The site could be redeveloped to give it a new look, and an emphasis on information to aid EW. The refreshed site would include a section to educate employers on the benefits of hiring EW, and a list of wage and tax incentives available.

4. Review key learnings from the now discontinued Targeted Initiative for Older Workers (TIOW) program and integrate those findings into existing employment services.

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Targeted Initiative for Older Workers (TIOW) TIOW was a federal-provincially funded program, which had until recently aided unemployed people, aged 55-64, to find services and programs that would help them find work, and get them back into employment. TIOW was run in areas of Canada that had less than 250,000 inhabitants, and high unemployment, usually relying for employment on a single industry. The program offered assessment; mentorship; basic skills upgrading; skills training/certification; work experience with employers; self-employment prep; work experience in the community; marketing to employers; follow up support and mentoring after the program concluded.

It is telling that many of the people interviewed for this project came up with similar recommendations as those from a series of consultations held by the National Seniors Council with stakeholders from across Canada from October 2010 to March 2011. The consultations resulted in the following suggestions for action addressed to the federal government.

• Couple a national job database (like Service Canada’s Job Bank) with an online service that matches employers and older workers (a pilot project called ThirdQuarter has been developed in Manitoba) • Encourage employment programs to include job assistance that encourages workers to explore new industries and occupations (programs such as the Targeted Initiative for Older Workers were cited) • Encourage lifelong learning and re-training (co-op, mentoring, job-shadowing) • Creation of age-friendly workplaces, including addressing ageism • Engaging employers: and encourage them to allow for more flexible working arrangement, training and mentoring • Develop a workforce aging strategy, similar to that developed by the Government of Alberta seeking to engage employers, support mature workers, promote active aging, and promote a supportive policy environment16

16 2011.

The National Seniors Council, Report on the Labour Force Participation of Seniors and Near Seniors, and Intergenerational Relations,

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Appendix A: List of Advisory Group Members Hussam Eldib, YMCA of Hamilton/Burlington/Brantford, Employment Services, Waterdown Kim Horan, YMCA of Hamilton/Burlington/Brantford, Careerworx Janet Hotston, Mohawk College Cyndi Ingle, Workforce Planning Hamilton Nadine Janzen, PATH Employment Services Peter Lesser, Goodwill Mike Lloyd, City of Hamilton Career Development Centre Claudette Mikelsons, Collège Boréal Michelle Obermuller, vpi Wally Stadnicki, Employment Hamilton Judy Travis, Workforce Planning Hamilton

Appendix B: List of Interview Questions The purpose of the project is to gather information regarding the experiences of experienced workers in Hamilton who are job searching to aid in the understanding of the barriers that are preventing people from finding work.

We hope to suggest solutions that will aid the community to help experienced workers to be successful in their job search.

1. Gather Tombstone info: name, age, work history (including job title and occupational sector), how long he/she worked there, why laid off, how long has he/she been out of work.

2. What are the biggest changes that you’ve experienced since the last time you looked for work?

3. What type of work are you looking for and what type of work are you finding?

4. What is your major barrier to getting a job?

5. How would you rank your computer skills? 1 – no experience with computers, 2 – beginner (some familiarity with computers for personal or business use), 3- average knowledge, 4 - strong skills 5expert knowledge (know everything I need to for my field) 6. What methods are you using to job search? (ie. internet, cold calling, networking, etc.)

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7. Are you getting interviews? If so, what have your experiences been with employers during the interview process?

8. If the government could do one thing to help you get a job, what would that be?

Appendix C: Support guide for EW A Guide for Midlife Career Moves The Government of Alberta, Human Services released an updated version of this guide in 2013. Provided are easy to accessible tips for EW including: how to survive the transition from employed to unemployed; how to emphasize one’s soft skills; dealing with financial matters; steps in career planning; recognizing one’s work options (including temporary or contract work, casual (on call work), self-employment, etc.); learning new skills (including getting a GED, upgrading literacy, and computer skills); and a list of relevant programs and services, materials and sites.

Appendix D: Employment Counsellors resource What Works? Career-building strategies for people from diverse groups: A counsellor resource: Older Workers This guide is one in a series of 13 chapters of an online resource for counselors developed by the Government of Alberta, Alberta Employment and Immigration (2010). The guide is divided into two segments: Responding to Challenges: Strategies and Practices, and Focusing on Employment. The first section describes best practices for counselors including: • help EW cope with job loss via referrals for financial or psychological counseling • help them identify their strengths and discuss their transferable skills • increase their self-confidence and ability to stay current using labour market information The section that focuses on employment suggests: • Encourage EW to update their work search skills by being creative (including using networking) • Need to improve their communication and work search skills (for instance making sure that clients talk to employers about a time when they had to respond to change • EW should be encouraged to educate employers about the benefits of hiring older workers • EW need to be familiar with their province’s human rights and equity legislation and with the Canadian Charter of Rights and Freedom • Explore alternatives to full time work, including consulting, self-employment, work sharing, and parttime work • Encourage lifelong learning: this may include returning full time to a classroom setting, or learning new skills via a volunteer position, evening courses, being involved with a mentorship program, or on-the-job training.

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Work Cited Bernard, Andre. “The Job Search of the Older Unemployed.” Perspectives on Labour and Income. August 22, 2012.

CARP. “CARP Older Workers Poll Report.” December 6, 2011.

CARP. “Engaging Older Canadians in the Workforce.” May 2013.

CARP. “Older Workers and the Labour Force.” November, 18, 2011.

CEDEC. “Employment Practices and Employability of the Hidden Talent Pool: The Mature Workers.” October 2012.

Expert Panel on Older Workers. “Supporting and Engaging Older Workers in the New Economy.”

Federal/Provincial/Territorial Ministers Responsible for Seniors. “Age-Friendly Workplaces: Promoting Older Worker Participation. 2012.

Government of Alberta. “A Guide for Midlife Career Moves.” January 2013.

Government of Alberta. “What Works?: Career-Building Strategies for People from Diverse Groups, A Counsellor Resource, Older Workers.” 2010.

Ipsos Reid. “Three-Quarters of Canadians Think that Workplaces Discriminate Against Older Workers who are Looking for Jobs.” July 23, 2012.

Statistics Canada. 2001 Census.

Statistics Canada. 2006 Census.

Statistics Canada. 2011 National Household Survey.

Statistics Canada. “Life Expectancy at Birth, by Sex, by Province.” 2012.

The National Seniors Council. “Report on the Labour Force Participation of Seniors and Near Seniors, and Intergenerational Relations.” October 2011.

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Workforce Planning Hamilton

Business, Labour & Community: Planning for Prosperity Since 1997 Workforce Planning Hamilton has provided planning, partnerships and projects that highlight local labour market trends and support workforce development.

WPH is a member of Workforce Planning Ontario, a network of 25 labour market planning areas across Ontario.

Our evidence-based approach relies on key industry sector and demographic data combined with local intelligence from employers and other local partners to develop a strategic vision for Hamilton.

Log on to WPH’s website at www.workforceplanninghamilton.ca and you will: Discover our community Projects and Partners that promote labour force development Learn about local labour market trends, opportunities, and priorities in our Publications.

Connect to Links on training, employment, and labour market information.

117-77 James Street North Hamilton, Ontario, L8R 2K3 Telephone: 905- 521-5777 Fax: 905- 521-9309 Email: info@workforceplanninghamilton.ca Website: www.workforceplanninghamilton.ca

Workforce Planning Hamilton is funded by Employment Ontario