Workforce Programs Serving Older Workers and Other Populations with Employment Barriers

This report critically examines the state of evidence surrounding workforce programs, particularly those catering to older workers and similar populations with employment barriers. Amidst increasing life expectancy, educational achievements, and changes in the retirement age, the report highlights the rise in employment rates among older adults. However, the figures might not fully capture those who struggle to secure jobs or become discouraged in their search, leading them to exit the labor force. Older adults tend to be overrepresented among discouraged workers.
While employers express appreciation for older workers' professionalism, instances of age-based discrimination in hiring, promotion, and retention still persist. These challenges are notably pronounced in low-wage jobs, which more older adults are entering. While training could enhance the earnings and job prospects of older adults with lower incomes, access to such opportunities remains a challenge.

Though various government employment and training programs target older adults, only two, SCSEP and the Alternative Trade Adjustment Assistance for Workers programs, are exclusively for this demographic. SCSEP operates through grantees, subgrantees, and host agencies, serving over 32,000 participants through a $156 million grant award in 2020.
Effective strategies for combating employment barriers include prescreening applicants, offering job-readiness and occupational training, targeting high-demand jobs, providing tailored employment supports and services, and cultivating strong employer connections. Training for skills unlikely to become obsolete or automated also holds significance.

While the knowledge base on workforce program outcomes continues to expand, there remains a dearth of information about the impact of evolving labor markets and service delivery practices on programs like SCSEP. The report concludes by emphasizing the need to address these knowledge gaps through future research activities under the Older Workers Implementation and Descriptive Study by the Urban Institute. This endeavor aims to contribute to a better understanding of workforce programs' effects and optimize their outcomes for older workers.

Based on the findings presented in this report, there are several key areas for further research and investigation, especially in the context of programs like SCSEP and other workforce initiatives targeting older adults. The following recommendations outline potential avenues for deeper exploration:

1. Rigorous Evaluation of SCSEP: Conduct a comprehensive and rigorous evaluation of SCSEP to assess its effectiveness in improving employment outcomes for older workers. Investigate the impact of program participation on employment rates, earnings, and overall economic well-being to determine its contribution to achieving economic self-sufficiency.
2. Promising Practices in Changing Labor Markets: Explore and identify promising practices for enhancing older workers' employment opportunities in response to evolving labor market demands. Investigate strategies for skill transfer, digital skill development, and support for remote work that can increase older adults' employability and adaptability in a rapidly changing work environment.
3. Effective Components of SCSEP: Analyze the specific strategies and components within SCSEP that are effective in supporting older workers' employment outcomes. Identify elements that hold broader relevance across different workforce programs and examine their particular significance for older adults.
4. Optimal Service Delivery Models: Investigate the most effective combination of strategies, components, and service delivery models that work best for older workers. Evaluate how virtual service delivery innovations impact program effectiveness and equity in outcomes, considering diverse characteristics like gender, race, ethnicity, and disability.
5. Equity and Inclusion in Workforce Programs: Examine the practices adopted by SCSEP and other workforce programs to address employers' biases and misperceptions related to age, race, and gender when hiring older workers. Identify strategies to promote equity and inclusion in employment, ensuring that older adults from all backgrounds have equal access to opportunities.
6. Employer Perception and Hiring Practices: Explore employers' attitudes towards hiring older workers and their perceptions of their skill sets. Investigate potential barriers to hiring older adults, considering both perceived and actual skill gaps, and assess whether employer biases play a role in limiting their employment opportunities.

(This is a 39-page resource posted in 2022).

• Last Updated:
• Created:
• Resource Publication Date: 2022
• Author(s): Butrica, B.
• Funding Source: U.S. Department of Labor, Employment and Training Administration
• Resource Availability: Publicly available
• Posted by: Justin Venneri
• Posted in: Workforce System Strategies