Employment Preferences

The analysis contained in this report was prepared internally by the research team at Transamerica Center for Retirement Studies®(TCRS). A 25-minute, online survey was conducted between August 9 and October 28, 2017 among a nationally representative sample of 6,372 workers by Harris Poll for TCRS. Respondents met the following criteria: U.S. residents, age 18 or older; Full-time or part-time workers in a for-profit company employing 5 or more people

The AWCS data come from a survey fielded between July 15 and October 14, 2015, to participants in the ALP. The ALP is a nationally representative (when weighted) sample of individuals residing in the United States who have agreed to participate in regular online surveys. The AWCS was the 436th survey fielded in the ALP.

This study analyzed Health and Retirement Study (HRS) data from 2004-2014, focusing on a group of people who were born from 1948 to 1953

The findings in this report are based on 14,400 workers and 1,600 retired people in 15 countries: Australia, Brazil, Canada, China, France, Germany, Hungary, India, Japan, the Netherlands, Poland, Spain, Turkey, the United Kingdom, and the UnitedStates. Interviews were conducted online between February 6 and 18, 2017.

This report is based on analysis of data from the Current Population Survey of the US Bureau of Labor Statistics

This report is based on findings from Aegon’s 5th Annual Retirement Readiness Survey (ARRS) and spotlights how the self-employed view and are preparing for retirement. The survey comprises 17,600 respondents, of whom 1,600 self-identify as being self-employed in 15 countries spanning Europe,the Americas, Asia, and Australia.

The American Trends Panel (ATP), created by Pew Research Center, is a nationally representative panel of randomly selected U.S. adults living in households.  Data in this report are drawn primarily from the July wave of the panel, conducted July 12-Aug. 8, 2016 among 4,579 respondents.

Harris Poll conducted the Transamerica Retirement Surveys. A 24-minute, online survey was conducted between July 6 –24, 2015 among a nationally representative sample of 2,012 people using the Harris Poll online panel. Retirees met the following criteria: U.S. residents, age 50 or older,Consider themselves to be fully or semi-retired, Worked for a for-profit company employing 10 or more people for the majority of their career. A 25-minute, online survey was conducted between February 18 –March 17, 2015 among a nationally representative sample of 4,550 workers by Harris Poll online panel. Respondents met the following criteria:U.S. residents, age 18 or older, Full-time or part-time workers in a for-profit company employing 10 or more people.

KRC Research conducted this survey from July 17 - 24, 2015 via an online survey of 1,517 adults in the US, including an oversample of 501 Hispanics, who are full - time employees at companies that provide benefits .

The survey was fielded by Woelfel Research, Inc. from May 15-May 29, 2014. A total of 1006 telephone interviews were completed with adults ages 40-59 in the United States. The results were weighted to be nationally representative.

Encore.org, in collaboration with Penn Schoen Berland, conducted an on-line survey of a representative sample of 1,694 adults ages 50 to 70 in the United States. The survey was conducted between February 5 and 19, 2014 and March 19 and 25, 2014.

Encore.org, in collaboration with Penn Schoen Berland, conducted an on - line survey of a representative sample of 1,694 adults ages 50 to 70 in the United States. The survey was conducted between February 5 and 19, 2014 and March 19 and 25, 2014. The margin of error for the general population is В±3.1 percent at the 95 percent confidence level, and large for subgroups.

Encore.org, in collaboration with Penn Schoen Berland, conducted an on - line survey of a representative sample of 1,694 adults ages 50 to 70 in the United States. The survey was conducted between February 5 and 19, 2014 and March 19 and 25, 2014. The margin of error for the general population is В±3.1 percent at the 95 percent confidence level, and large for subgroups.

This report is based on a national public opinion poll conducted online by Harris Interactive. The Merrill Lynch survey was completed from December 2012 to January 2013, in partnership with Age Wave, and included more than 6,300 respondents age 45 and older. Findings are based on 3,002 responses from the general population.

This report is based on a national public opinion poll conducted online by Harris Interactive. The Merrill Lynch survey was completed from December 2012 to January 2013, in partnership with Age Wave, and included more than 6,300 respondents age 45 and older. Findings are based on 3,002 responses from the general population.

A 22-minute, online survey was conducted between February 21 - March 17, 2014 among a nationally representative sample of 4,143 workers age 18 or older by Harris Poll for Transamerica Center for Retirement Studies. Respondents were full-time or part-time workers in a for-profit company employing 10 or more people. The base included 1,021 Millennials, 1,120 Generation X, 1,805 Baby Boomers, and 197 who were born prior to 1946.

This report is based on a nationally representative survey of 1,856 working retirees and nearly 5,000 pre-retirees and non-working retirees. This study, which was completed in March 2014, was conducted in partnership with Age Wave and executed online by TNS. Findings in this report are based on a sample of 3,503 respondents age 25+, representative of the U.S. national population by age, income, gender, and geography. The report also includes findings based on an oversample of 1,856 working retirees age 50+ who self-identified as both 'retired' and 'working.'

The facts provided in this publication by the AARP were acquired through a telephone survey fielded in November 2012 and December 2012 with a national sample of 1,502 adults ages 45-74 who were working full-time or part-time, self-employed, or looking for work.

This survey was conducted by Harris/Decima online from September 21-October 14, 2012, with 743 owners or senior financial decision makers of businesses of less than 500 employees. The data was weighted by business size within region to match the profile of businesses of this size in Canada.

This nationally representative survey of 1004 adults ages 50 and older who are working or looking for work was conducted via telephone from May 2 through May 30, 2023 by SSRS for AARP amd SHRM.

This nationally representative survey of 1004 adults ages 50 and older who are working or looking for work was conducted via telephone from May 2 through May 30, 2023 by SSRS for AARP amd SHRM.

This nationally representative survey of 1004 adults ages 50 and older who are working or looking for work was conducted via telephone from May 2 through May 30, 2023 by SSRS for AARP amd SHRM.

This nationally representative survey of 1004 adults ages 50 and older who are working or looking for work was conducted via telephone from May 2 through May 30, 2023 by SSRS for AARP amd SHRM.

Statistics in this Fact Sheet are from U.S. Department of Labor, Bureau of Labor Statistics (BLS), The Employment Situation--March 2012, USDL-12-0614 (Washington, DC: BLS, April 6, 2012);

This report is based on a public opinion poll conducted by Harris Interactive with telephone interviews in the second quarter of 2011 with a national sample of 1,001 adults age 55 and older who were representative of the general population by income, ethnicity, geography. and gender. The sampling error is +/-3.1%.

This report is based on a public opinion poll conducted by Harris Interactive with telephone interviews in the second quarter of 2011 with a national sample of 1,001 adults age 55 and older who were representative of the general population by income, ethnicity, geography. and gender. The sampling error is +/-3.1%.

The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.

The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.

The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.

The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.

The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.

The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.

The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.

The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.

The 2008 National Study of the Changing Workforce (NSCW) survey was conducted by Harris Interactive, Inc. (formerly Louis Harris and Associates) using a questionnaire developed by the Families and Work Institute.A total of 3,502 interviews were completed with a nationwide cross-section of employed adults between November 12, 2007 and April 20, 2008.

The Economist Intelligence Unit conducted a global survey of 583 executives during January and February 2011. Of the respondents, 36% were based in Europe, 33% in the Asia- Pacific region and 18% in North America, with 13% from the rest of the world. It covers a wide range of sectors, including financial services, telecommunications and technology, healthcare, pharmaceuticals and biotechnology and professional services. All company sizes were represented.

This study is based on analysis of data from Families and Work Institute's 2008 nationally representative study of the U.S. workforce, the National Study of the Changing Workforce (NSCW). Of the participants in that study, 1,382 participants were aged 50 and older.

This report presents the results of a survey conducted by Mathew Greenwald & Associates, Inc., on behalf of the Employee Benefit Research Institute (EBRI) to examine the factors that cause aerospace and defense industry workers to retire when they do and what might prompt them to delay their retirement. Online interviewing for the survey was conducted by Greenwald & Associates between March 24 and April 7, 2008. Completed responses from 5,722 retirees were received to the survey, for an overall response rate of 30 percent. Individual company response rates ranged between 22 and 41 percent.

WFD Consulting and Alliance for Work-Life Progress (AWLP) at WorldatWork sponsored this survey, conducted in February 2010 by WFD. Fifty-five companies (mostly Fortune 500) responded, representing a wide range of industries including energy, financial services, food and agriculture, health care, hi-tech, manufacturing, professional services, and pharmaceuticals.

Estimates of benefits in this issue are from the Bureau of Labor Statistics National Compensation Survey: Employee Benefits in the United States, March 2009 (on the Internet at www.bls.gov/ncs/ebs/ benefits/2009/ebbl0044.pdf)

Quantitative information was obtained from a survey of 1,242 U.S. residents, ages 55 to 70, who were working or seeking work, or who reported being retired because they could not find work. An oversample was surveyed to achieve a significant amount of job seekers. The survey was conducted online by Harris Interactive in May 2009.

Quantitative information was obtained from a survey of 1,242 U.S. residents, ages 55 to 70, who were working or seeking work, or who reported being retired because they could not find work. An oversample was surveyed to achieve a significant amount of job seekers. The survey was conducted online by Harris Interactive in May 2009.

This report is based on a Pew Research Center analysis of long-term trends in survey data from the U.S. Census Bureau as well as on Pew Research's own survey of a representative national sample of 1,815 people ages 16 and older conducted from July 20 to Aug. 2, 2009.

This report is based on a Pew Research Center analysis of long-term trends in survey data from the U.S. Census Bureau as well as on Pew Research's own survey of a representative national sample of 1,815 people ages 16 and older conducted from July 20 to Aug. 2, 2009.

This survey was conducted online by Harris Interactive from March 30-March 31, 2009. In total, 2,082 interviews were conducted among 21-84 year olds spanning four generations of adults: the Silent Generation (ages 64 to 84), the Baby Boomers (ages 45 to 63), Generation X (ages 33 to 44), and Millennials (ages 21 to 32).

This study is based on analysis data available from the Health and Retirement Study (HRS). The HRS offers biennial longitudinal data from 1992 to 2004 for respondents born from 1931 to 1941 and their spouses. This project uses final release data from 1992 to 2002. (p. vii)

This study is based on analysis data available from the Health and Retirement Study (HRS). The HRS offers biennial longitudinal data from 1992 to 2004 for respondents born from 1931 to 1941 and their spouses. This project uses final release data from 1992 to 2002. (p. vii)

This study is based on analysis data available from the Health and Retirement Study (HRS). The HRS offers biennial longitudinal data from 1992 to 2004 for respondents born from 1931 to 1941 and their spouses. This project uses final release data from 1992 to 2002. (p. vii)

In October, 2006, an Internet-based survey was used to evaluate the impact of an aging workforce on the American marketplace. Four hundred eighty-seven organizations contributed to the survey database. Approximately 64 percent of the responses came from companies having 1,000 employees or more, with 20 percent of the companies surveyed reporting at least 20,000 employees. The primary objective of this survey was to assess the overall degree to which respondents considered the pending retirement of "baby boomer" employees, and reduced employee availability in succeeding generations, to be a significant issue.

Interviews were completed for a nationally representative sample of workers ages 45 to 74, including those who are currently employed and those who are unemployed but looking for work. 1500 telephone interviews were conducted from April 13 through May 21, 2007. Additional interviews were completed with African Americans and Hispanics.

Interviews were completed for a nationally representative sample of workers ages 45 to 74, including those who are currently employed and those who are unemployed but looking for work. 1500 telephone interviews were conducted from April 13 through May 21, 2007. Additional interviews were completed with African Americans and Hispanics.

Interviews were completed for a nationally representative sample of workers ages 45 to 74, including those who are currently employed and those who are unemployed but looking for work. 1500 telephone interviews were conducted from April 13 through May 21, 2007. Additional interviews were completed with African Americans and Hispanics.

This report uses data from the Health and Retirement Study of Americans over age 50. It compares wages, benefits, and other job attributes on new and former jobs for adults ages 45 to 75 who changed employers between 1986 and 2004. The sample consisted of 8,362 job changes by 5,541 different respondents.

This report uses data from the Health and Retirement Study of Americans over age 50. It compares wages, benefits, and other job attributes on new and former jobs for adults ages 45 to 75 who changed employers between 1986 and 2004. The sample consisted of 8,362 job changes by 5,541 different respondents.

This survey, conducted from February to APril 2008, investigates men and women in midlife in pursuit of purpose-driven work in the second half of life or "encore career." The quantitative research began with a telephone survey of 1,063 adults age 44 to 70, which was followed by an online survey of 1,008 adults currently in encore careers and 1,514 adults interested in encore careers.

The National Study of Business Strategy and Workforce Development is a 2007 study carried out by The Center on Aging & Work/Workplace Flexibility at Boston College. Human resource professionals at 578 non-governmental organizations with 50 or more employees completed a survey about their organization's response to the aging workforce. At these organizations, approximately three-fourths of the employees were full-time, almost half were women and one-third were members of a racial/ethnic minority group.

“This report is the first in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute that present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This first issue compares the personal characteristics, employment experiences, and attitudes of workers, 50 or more years old, who are wage and salaried employees, independent self-employed workers, and small business owners…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.”

“This report is the second in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute. These Research Highlights present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This report compares and contrasts the experiences of men and women, 50 and older, in the U.S. workforce. Gender is an important lens for examining the employment experiences of older workers, in part because the work and family histories of men and women tend to vary across the course of their lives…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.”

“This report is the second in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute. These Research Highlights present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This report compares and contrasts the experiences of men and women, 50 and older, in the U.S. workforce. Gender is an important lens for examining the employment experiences of older workers, in part because the work and family histories of men and women tend to vary across the course of their lives…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.”

"This report explores how and why workers phase and how phasing affects when workers fully retire. This information can help employers shape phased retirement programs that will enable them to more effectively manage their workforce and ensure an adequate supply of talent and experience in the years to come. To better understand the phasing process, Watson Wyatt Worldwide commissioned a telephone survey in 2003 of 1,000 individuals between the ages of 50 and 70."

"Merrill Lynch, in an effort to better understand baby boomers, their aspirations and the financial implication of those aspirations, has undertaken a major research effort with the help of Harris Interactive and gerontologist Ken Dychtwald, Ph.D., president and CEO of Age Wave. That Work, The New Retirement Survey, is the first of its kind to ask baby boomers where they want to be, their hopes and fears for the future, and how they envision retirement. There were 3,448 U.S. baby boomers surveyed, and the portrait they painted is of retirement redefine." (p.3)

"This study describes the decisions that older workers are actually making about work and retirement. It reports on their experiences more than their expectations of the journey into retirement, assuming that life stage is not defined by some date, but is rather an ongoing process… It consisted of an interactive online survey conducted by Zogby with a panel of 2,719 respondents. To qualify for the study, participants had to be between the ages of 55-70. Slight weights were added to region, race and gender to more accurately reflect the population of U.S. adults. A primary focus of the 50-question survey was to better understand the experiences and behaviors of the aging workforce, so the survey included many questions asked only of people who were still working or seeking work, either full- or part-time.”

"This study describes the decisions that older workers are actually making about work and retirement. It reports on their experiences more than their expectations of the journey into retirement, assuming that life stage is not defined by some date, but is rather an ongoing process… It consisted of an interactive online survey conducted by Zogby with a panel of 2,719 respondents. To qualify for the study, participants had to be between the ages of 55-70. Slight weights were added to region, race and gender to more accurately reflect the population of U.S. adults. A primary focus of the 50-question survey was to better understand the experiences and behaviors of the aging workforce, so the survey included many questions asked only of people who were still working or seeking work, either full- or part-time.”

"This study describes the decisions that older workers are actually making about work and retirement. It reports on their experiences more than their expectations of the journey into retirement, assuming that life stage is not defined by some date, but is rather an ongoing process… It consisted of an interactive online survey conducted by Zogby with a panel of 2,719 respondents. To qualify for the study, participants had to be between the ages of 55-70. Slight weights were added to region, race and gender to more accurately reflect the population of U.S. adults. A primary focus of the 50-question survey was to better understand the experiences and behaviors of the aging workforce, so the survey included many questions asked only of people who were still working or seeking work, either full- or part-time.”

"This study describes the decisions that older workers are actually making about work and retirement. It reports on their experiences more than their expectations of the journey into retirement, assuming that life stage is not defined by some date, but is rather an ongoing process… It consisted of an interactive online survey conducted by Zogby with a panel of 2,719 respondents. To qualify for the study, participants had to be between the ages of 55-70. Slight weights were added to region, race and gender to more accurately reflect the population of U.S. adults. A primary focus of the 50-question survey was to better understand the experiences and behaviors of the aging workforce, so the survey included many questions asked only of people who were still working or seeking work, either full- or part-time.”

“This report is the first in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute that present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This first issue compares the personal characteristics, employment experiences, and attitudes of workers, 50 or more years old, who are wage and salaried employees, independent self-employed workers, and small business owners…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.”

“This report is the first in a series of Research Highlights published by the Center on Aging & Work/Workplace Flexibility in collaboration with the Families and Work Institute that present the findings of in-depth analyses of the Families and Work Institute’s 2002 National Study of the Changing Workforce (NSCW). This first issue compares the personal characteristics, employment experiences, and attitudes of workers, 50 or more years old, who are wage and salaried employees, independent self-employed workers, and small business owners…The National Study of the Changing Workforce (NSCW) is conducted every five years. It surveys large samples of the U.S. workforce to collect information about both the work and personal lives of U.S. workers.”

<p>“The New Retirement Survey,” conducted for Merrill Lynch by Harris Interactive in collaboration with Age Wave, builds upon conventional wisdom that boomers are not interested in pursuing a traditional retirement of leisure. The majority of boomers relate they plan to keep working and earning in retirement, but will do so by cycling between periods of work and leisure, thus creating a new model of retirement…Harris Interactive® fielded the online and telephone survey for Merrill Lynch and Ken Dychtwald, between February 5 and March 1, 2004 among a nationwide cross section of 2,348 U.S. adults ages 40-58 of whom 1,061 were men and 1,287 were women. Data were weighted to reflect the total U.S. adult population ages 40-58 for age, sex, race, region, education and household income.”</p>

<p><em></em>For the New Retirement Survey, "Harris Interactive^® fielded the online and telephone survey between February 5 and March 1, 2004, among a nationwide cross section of 2,348 U.S. adults ages 40 to 58 of whom 1,061 were men and 1,287 were women. Data were weighted to reflect the total U.S. adult population ages 40 to 58 for age, sex, race, region, education and household income. For the telephone survey, data were weighted for the number of voice/telephone lines in the household. For the online survey, propensity score weighting was done to adjust for respondents&#39; propensity to be online."</p>

<span style="font-size: 10pt; font-family: Arial;">"The <em>Cornell Retirement and Well-Being Study</em> investigates the transition to-and life in-retirement. The focus is on pathways in and out of paid work and unpaid community service, as well as their implications for well-being. Most studies of retirement have viewed it as a one-way, onetime exit, and have examined men’s experiences exclusively. By contrast, we look at men and women, interviewing a large (n=664) sample of 50-72 year olds every two years over a five-year period, from 1994-95 to 1998-99. The study consists of three waves of interviews of older workers and retirees, collected approximately two years apart: 1994-95, 1996-97, and 1998-99. We selected people to study from random lists of workers and retirees (age 50-72 in1994-95) from six major upstate New York corporations. Participating organizations include one university, two hospitals, two Fortune 500 firms, and a utility company. Our original sample, interviewed in 1994-95, consisted of 762 retirees and not-yet-retired older workers.”</span>

<p>"The Cornell Retirement and Well-Being Study investigates the transition to-and life in-retirement. The focus is on pathways in and out of paid work and unpaid community service, as well as their implications for well-being. Most studies of retirement have viewed it as a one-way, onetime exit, and have examined men’s experiences exclusively. By contrast, we look at men and women, interviewing a large (n=664) sample of 50-72 year olds every two years over a five-year period, from 1994-95 to 1998-99. The study consists of three waves of interviews of older workers and retirees, collected approximately two years apart: 1994-95, 1996-97, and 1998-99. We selected people to study from random lists of workers and retirees (age 50-72 in1994-95) from six major upstate New York corporations. Participating organizations include one university, two hospitals, two Fortune 500 firms, and a utility company. Our original sample, interviewed in 1994-95, consisted of 762 retirees and not-yet-retired older workers.”</p>

"The Cornell Retirement and Well-Being Study investigates the transition to-and life in-retirement. The focus is on pathways in and out of paid work and unpaid community service, as well as their implications for well-being. Most studies of retirement have viewed it as a one-way, onetime exit, and have examined men’s experiences exclusively. By contrast, we look at men and women, interviewing a large (n=664) sample of 50-72 year olds every two years over a five-year period, from 1994-95 to 1998-99. The study consists of three waves of interviews of older workers and retirees, collected approximately two years apart: 1994-95, 1996-97, and 1998-99. We selected people to study from random lists of workers and retirees (age 50-72 in1994-95) from six major upstate New York corporations. Participating organizations include one university, two hospitals, two Fortune 500 firms, and a utility company. Our original sample, interviewed in 1994-95, consisted of 762 retirees and not-yet-retired older workers.”

<p>"Anticipating the impact of demographic trends on businesses, The Conference Board has been engaged in research examining the aging population, health care for retired employees, and the opportunities and constraints of employing older workers.&nbsp; The Board convened the Engaging Mature Workers Working Group in September 2000 to address the challenge of maintaining a productive workforce in an aging society.&nbsp; HR executives representing corporate staffing, benefits administration, and diversity management functions at 15 leading companies are lending their expertise to developing business strategies that maximize the talents of mature workers."</p>

<p class="MsoNormal" style="margin: 0in 0in 0pt;"><span style="font-size: 10pt; color: black; font-family: Arial;">“In February 2005, the Society for Human Resource Management (SHRM) conducted a survey on the labor pool with HR professionals. The survey explored workforce eligibility for retirement, competencies, school-to-work programs, incumbent worker training programs and dislocated worker training programs.<span style="">&nbsp; </span>At the same time, SHRM conducted a companion survey with individuals 55 or older regarding retirement. The following report provides an analysis of the survey results. Throughout this report, analyses by organization staff size, sector, profit status, industry, gender, current employment status and position are included, when applicable. Copies of both versions of the survey instrument are included at the end of the report.”<o:p></o:p></span></p>

<p class="MsoNormal" style="margin: 0in 0in 0pt;"><span style="font-size: 10pt; font-family: Arial;">"This report explores how and why workers phase and how phasing affects when workers fully retire. This information can help employers shape phased retirement programs that will enable them to more effectively manage their workforce and ensure an adequate supply of talent and experience in the years to come. To better understand the phasing process, <span style="font-size: 10pt; font-family: Arial;">Watson Wyatt Worldwide commissioned a telephone survey in 2003 of 1,000 individuals between the ages of 50 and 70."</span></span></p>

"This section presents statistics on the labor force; its distribution by occupation and industry affiliation; and the supply of, demand for, and conditions of labor. The chief source of these data is the Current Population Survey (CPS) conducted by the U.S. Census Bureau for the Bureau of Labor Statistics (BLS)."