Age Diversity in the Workplace: Benefits, Challenges, and Strategies for EmployersIn this episode of Looking Forward Our Way, Brett and Carol are joined by <a href="https://mainecenteronaging.umaine.edu/people/jennifer-crittenden/" rel="noopener noreferrer" target="_blank">Dr. Jennifer Crittenden, Assistant Professor of Social Work at the University of Maine and Associate Director for Research at the University of Maine Center on Aging</a>. The focus is on the challenges and opportunities facing older adults as they transition into paid employment, and particularly on how volunteerism can act as a bridge to help them re-enter the workforce.Dr. Crittenden began by sharing her background in gerontology and her early research in older adult volunteerism. She noticed a fascinating trend: some older volunteers were leaving their unpaid roles because they needed or wanted to return to paid employment. This observation set her on a research path to better understand how older adults juggle different responsibilities—such as caregiving, volunteering, and work—and whether skills gained in volunteer opportunities could support their move into paid roles.Through a study funded by AmeriCorps, Dr. Crittenden discovered that many older adults indeed use volunteer experiences as a stepping stone back into employment—even if the volunteer programs themselves weren’t specifically designed for that purpose. This realization led her and other researchers to ponder whether volunteerism could actually become a structured pathway to employment for seniors. Furthermore, her research highlighted the “spillover effect”: skills acquired through both in-person and virtual volunteering frequently enhanced other aspects of life, such as caregiving or community engagement.The partnership with AmeriCorps became more formalized when, in 2022, Dr. Crittenden’s center was approached to help study a new round of demonstration grants focusing on workforce development for older adults. This new initiative required participants to integrate volunteerism into their program design, with the ultimate goal of aiding older adults in securing sustainable employment. Seven different pilot programs across the country were set up, each distinct in its local approach but unified in combining volunteer experience, community service, training, mentorship, and employment support.What makes this research so groundbreaking is its focus on identifying the “secret recipe”—the common elements across all seven pilot programs that effectively support older adults’ transition to sustainable employment. The data, collected from over 150 participants in the first round, helps the researchers understand what motivates seniors, what keeps them engaged, and what drives successful placement into jobs.Looking at the demographics, the majority of participants were women (about 72%), which reflects broader trends in volunteerism. Most were between the ages of 60 and 70—prime years for retirement or semi-retirement—but the programs included participants up to 85. A striking finding was that many lived alone and were single, divorced, or widowed, implying a significant financial need to supplement single-income households.In terms of the nature of work, the positions targeted by these programs were generally paraprofessional roles—such as paralegals or early childhood educators—that often required participants to complete some form of certification or additional training. This requirement, while presenting barriers for some, helped others gain clear pathways into employment that matched their interests and skillsets.Motivation to participate in these programs was largely financial, but the data showed that earning new skills, having a sense of purpose, giving back to the community, and building social connections were also major drivers. This mirrors what we see among younger job seekers, emphasizing that these needs and aspirations are consistent across age groups.Success, however, depended on the alignment between volunteer experience and employment placement. When the volunteer roles were closely matched to the intended jobs, like volunteering in a classroom before being hired as an early childhood educator, participants felt more confident and better prepared. Where this connection was lacking, the transition was less smooth and perceived as less meaningful.If you like this episode, please let us know. We appreciate the feed back, and <a href="https://buymeacoffee.com/lookingforwardourway" rel="noopener noreferrer" target="_blank">your support of offset costs</a> of producing the podcast!What organizations can do to better include and engage older workers? Dr. Crittenden emphasizes that successful employers, regardless of industry, are those who think creatively about work arrangements—offering flexible hours, job sharing, accessible workplaces, and continuous training. Organizations that foster a genuinely inclusive culture and avoid ageist language in recruiting tend to be more successful at attracting and retaining older employees.From the employee perspective, flexibility is key: the ability to work part-time, receive supplemental benefits like health or dental coverage, and access transportation support can all make a difference. Additionally, opportunities for mentorship and intergenerational connection within organizations can enhance a sense of purpose and community.Looking ahead, Dr. Crittenden’s research is moving into its third year. The focus now is on retention: understanding not just what attracts older adults to these programs, but what keeps them in employment. She also highlighted that only about a third of partner organizations offer any training on age diversity, suggesting this is a crucial area for improvement.Key Moments00:00 Volunteering: A Path to Employment04:31 Volunteering's Value in Job Seeking09:41 Increasing Male Participation in Programs13:34 Paraprofessional Pilot Programs for Adults16:33 Motivations for Workforce Reentry19:52 Aligning Volunteer Roles with Career Goals23:00 Leadership's Role in Age Inclusivity26:44 Flexible Work for Caregivers29:22 Flexible Work and Benefits Prioritization32:10 Part-Time Flexibility for Workforce Gaps34:39 Motivation and Workforce InsightsWe would love to hear from you.<a href="https://podinbox.com/LFOW" rel="noopener noreferrer" target="_blank">Give us your feedback, or suggest a topic, by leaving us a voice message.</a>Email us at hello@lookingforwardourway.com.Find us on <a href="https://bsky.app/profile/lfow.bsky.social" rel="noopener noreferrer" target="_blank">Bluesky</a> and <a href="https://www.facebook.com/lookingforwardourway/" rel="noopener noreferrer" target="_blank">Facebook</a>.<a href="https://g.page/looking-forward-our-way/review?gm" rel="noopener noreferrer" target="_blank">Please review our podcast on Google!</a>And of course, everything can be found on our website, <a href="https://my.captivate.fm/www.lookingforwardourway.com" rel="noopener noreferrer" target="_blank">Looking Forward Our Way.</a>Recorded in Studio C at <a href="https://my.captivate.fm/www.channel511.com" rel="noopener noreferrer" target="_blank">511 Studios</a>. A production of <a href="https://my.captivate.fm/www.circle270media.com" rel="noopener noreferrer" target="_blank">Circle 270 Media® Podcast Consultants</a>.Copyright 2025 Carol Ventresca and Brett Johnson https://creativecommons.org/licenses/by-nd/4.0/Mentioned in this episode:Listener DisclaimerThe views and opinions expressed by the experts interviewed on this podcast are their own and do not necessarily reflect the views of the podcast hosts or any affiliated organizations. The information provided in these interviews is for general informational purposes only and should not be considered as professional advice. Listeners are encouraged to consult with qualified professionals for specific advice or information related to their individual circumstances. The podcast host and producers do not endorse or guarantee the accuracy, completeness, or reliability of any information provided by the experts interviewed. Listener discretion is advised.

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