County Human Services’ employment and training division director. “A certain age doesn’t mean you can’t do the work. [Seniors] have many strengths.” That perspective is echoed by Karen Alary, managing partner of The Personnel Perspective in Santa Rosa. Since the pandemic, she says, many firms have moved beyond the traditional Monday-through-Friday work model, offering part-time, flexible and project-based arrangements that better suit seniors’ schedules and commitments. As for what seniors provide, stability tops the list. “In work environments where turnover is high, such as customer service departments, seniors often bring a level of stability, consistency, loyalty and even mentorship that help strengthen productivity and team continuity,” Alary said. What they may lack in nimble computer programming skills, in comparison, to young workers, they may make up for in ambition, Alary notes. She indicated how some seniors are “upskilling,” as in expanding, their digital tools. “This isn’t exclusive to seniors. Many employers don’t offer this type of training (to all),” she said. Tenacity and ingenuity go a long way to success. “What we see generally with clients is that you can’t train experience,” Santa Rosa’s Arrow Benefits Group Principal Andrew McNeil said, referring to the value of working seniors. The insurance benefits expert insisted stereotypes may still exist in some circles, but the times, they are a-changin’. McNeil, 40, turned to his own grandmother as an example in which preconceived notions don’t reflect reality. “She usually gets the newest iPad when it comes out,” he said. g
1996 2006 2016 Projected 2026
Total, 16 years and older
16 to 19
20 to 24
25 to 34
35 to 44
45 to 54
55 to 64
65 to 74
75 and older
0%
20%
40%
60%
80%
100%
Click legend items to change data display. Hover over chart to view data. Source: U.S. Bureau of Labor Statistics. Civilian labor force participation rate by age, 1996, 2006, 2016, and projected 2026. Source: U.S Bureau of Labor Statistics.
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