[♪♪] >> Renee: WELCOME AND THANK YOU FOR TUNING IN THIS EVENING FOR THIS SPECIAL PROGRAM, REWIRE NOT RETIRE.

FOCUSED ON OLDER WORKERS REMAINING LONGER ON THE JOB OR RETURNING TO THE WORKFORCE FOR AN ENCORE CAREER.

WE THANK YOU FOR JOINING US I'M RENEE SHAW.

THE U.S. CENSUS BUREAU PREDICTS THE 65 PLUS AGE POPULATION WILL SWELL FROM WHAT WAS 58 MILLION THREE YEARS AGO TO 82 MILLION BY THE YEAR 2050.

THAT AGE GROUP IS PROJECTED TO MAKEUP MORE THAN ONE QUARTER OF THE COUNTRY'S POPULATION.

THAT IS ACCORDING TO A REPORT BY THE EMPLOYEE BENEFIT RESEARCH INSTITUTE.

WHILE THE SHARE OF PEOPLE IN THE WORKFORCE AGED 55 AND UP HAS BEEN GROWING SINCE THE 1990s THERE IS A SHRINKING POOL OF WORKERS BETWEEN THE AGES OF 16 AND 54.

SOME STAY ON THE JOB FRANKLY BECAUSE OF FINANCIAL NECESSITY.

WHILE OTHERS ARE EAGER FOR A SECOND ACT.

SO HOW DO WE LEARN TO REWIRE NOT RETIRE AND REALLY DO IT WELL?

WE HAVE A GREAT PANEL OF HUMAN RESOURCES AND AGING EXPERTS HERE TO TELL US HOW.

IN THE STUDIO ARE COLENE ELRIDGE, C.E.O.

OF B MORE CONSULTING A SUCCESS COACH SPEAKER AND WRITER.

VITALE BUFORD HARDIN C.E.O.

OF VITALE AND COMPANY A STRATEGICS, COACH AND AUTHOR.

Dr. ELIZABETH RHODUS ASSISTANT PROFESSOR WITH THE SANDERS BROWN CENTER ON AGING AT THE UNIVERSITY OF KENTUCKY COLLEGE OF MEDICINE.

AND MORALLIA TRAN SENIOR COMMUNITY SERVICE PROGRAM SPECIALIST FOR THE KENTUCKY DEPARTMENT OF AGING AND INDEPENDENT LIVING.

AND JOINING US FROM SILVER SPRING MARYLAND IS CARLY ROSZKOWSKI, VICE-PRESIDENT AT AARP'S FINANCIAL RESILIENCE PROGRAMMING, IT IS A PLEASURE TO HAVE ALL OF THEM WITH US.

TONIGHT'S DISCUSSION IS PART OF KET'S ONGOING INITIATIVE THE NEXT CHAPTER THAT EXPLORES THE REWARDS AND CHALLENGES OF GROWING OLDER.

WE HOPE YOU WILL CHECK OUT OUR LIBRARY OF PROGRAMS AND RESOURCES ON-LINE AT KET.ORG.

TO START US OFF I TALKED TO ANTIAGISM ADVOCATE TRAINER AND WRITER JEANNINE VANDERBURG HAS COFOUNDED THE CHANGING INITIATIVE THAT AIMS TO REFRAME HOW WE TALK AND ACT WHEN IT COMES TO OLDER WORKERS.

>> JEANINE THANK YOU FOR YOUR TIME.

WE APPRECIATE IT.

>> THANK YOU FOR HAVING ME, I'M THRILLED TO BE HERE.

>> Renee: THIS IS SUCH AN IMPORTANT TOPIC FOR SO MANY REASONS AS PEOPLE THINK ABOUT HOW THE LABOR FORCE IS NOW OPERATING AND HOW WORKERS ARE WORKING IN AN EVERTECHNOLOGICALLY DRIVEN ERA.

WHAT DO YOU KNOW AND WHAT DOES THE RESEARCH SAY ABOUT WHY OLDER WORKERS ARE STAYING ON THE JOB LONGER, OR RETURNING TO THE WORKFORCE AFTER ALLEGEDLY RETIRING?

>> RENEE, THAT IS SUCH A GREAT QUESTION.

AND THERE ARE A NUMBER OF REASONS.

PART OF IT IS CERTAINLY MONEY IT'S FINANCIAL FOR SOME PEOPLE.

AND WE KNOW THAT YOU HAVE TO STRETCH MONEY MORE AND ALL OF THAT KIND OF THING.

BUT THERE'S ALSO A RISING SENSE OF MEANING.

WHEN YOU RETIRE, YOU KIND OF FOR A LOT OF PEOPLE, THEY PLAY FOR A WHILE THEY DO THINGS THEY THOUGHT THEY WERE GOING TO DO AND REALIZE OKAY, IS THIS FULFILLING MY MEANING AND PURPOSE?

SO I THINK THERE IS A TREND OF PEOPLE GOING BACK FOR THAT.

AND ONE OF THE THINGS WE ALSO THOUGH WE GET SOCIAL CONNECTION THROUGH WORK.

WE HAVE THE COWORKERS AND PEOPLE THAT WE RUN INTO AND CLIENTS.

SO I THINK PEOPLE START REALIZING THAT WHEN THEY ARE AWAY FROM THE WORKFORCE IF THEY HAVE NOT PLANNED FOR SOMETHING TO TAKEOVER THAT, THINGS START SEEMING LONELY.

I THINK THERE ARE A NUMBER OF REASONS NOT JUST ONE THING AND THE RESEARCH SUPPORTS THAT.

>> Renee: I WANT TO ASK SEEMINGLY A STRANGE QUESTION BUT WHAT IS CONSIDERED A SENIOR?

I THINK PERSONALLY, I'M 52 YEARS OLD AND I FEEL LIKE I'M HITTING MY STRIDE.

WHEN I TAKE A SURVEY AND THEY ASK YOU TO CHECK THE AGE BOXES AFTER 55 YOU FALL OFF A RELEVANT CLIFF.

DO WE NEED TO REASSESS AND REFRAME WHAT WE CONSIDER AN OLDER AMERICAN OR A SENIOR CITIZEN IN THIS COUNTRY?

>> RENEE, THANK YOU SO MUCH FOR ASKING THAT.

I THINK WE NEED TO DITCH THE TERM SENIOR CITIZEN.

BECAUSE IT DOESN'T MEAN ANYTHING.

IT WAS AN INVENTED TERM.

THE REALITY IS THAT FOR PURPOSES OF WORKPLACE AGE DISCRIMINATION, YOU BECOME OLDER AT AGE 40, FOR SOME FEDERALLY FUNDED PROGRAMS YOU BECOME OLDER AT AGE 60.

FOR MEDICARE IT'S 65.

MY PHILOSOPHY IS WE'VE JUST GOT TO GET RID OF THOSE THIS AGE MEANS A CERTAIN THING.

GETTING RID OF TERMS LIKE SENIOR CITIZENS AND CERTAINLY ONE OF MY PET PEEVES, RENEE, ARE THE SURVEYS THAT PUT 55 AND OVER AS THOUGH A 55-YEAR-OLD IS IN THE SAME CATEGORY AS AN 85-YEAR-OLD.

RIDICULOUS.

WE WOULDN'T SAY WHEN YOU THINK OF THE AGE THAT A BABY IS THE SAME AS A 30-YEAR-OLD BUT WE GO TO THAT 55 PLUS AND THAT IS AGEISM BUILT INTO OUR SYSTEMS AND WE HAVE TO GET RID OF IT.

>> Renee: WHAT ARE THE MYTHS THAT HIGHER PEOPLE WHO ARE AGE 50 AND OLDER EVEN SUBSCRIBE TO THEMSELVES OR EMPLOYERS DO OR BOTH?

>> A GREAT QUESTION.

I WILL TALK ABOUT TWO IN PARTICULAR THAT IRRITATE ME THE MOST.

THAT SHREDDED BY THE EVIDENCE.

ONE OF THE WORKSHOPS I DO IS CALLED TEAR UP THE GENERATIONAL CHART.

IT'S SOMEHOW OUR AGE DEFINES HOW WE WANT TO COMMUNICATE, WHETHER WE'RE WILLING TO LEARN OR NOT AND THAT IS SIMPLY NOT TRUE.

THERE IS THE OUTDATED STEREOTYPE OLDER ADULTS AREN'T WILLING TO LEARN AND THAT IS DEFIED BY THE RESEARCH AND THE GROWTH OF ADULT LEARNING AND THE NUMBER OF UNIVERSITIES THAT ARE DOING SPECIAL PROGRAMS FOR PEOPLE AGED 50 AND OVER, AND THAT ARE BEING EMBRACED, OF COURSE PEOPLE WANT TO.

ANOTHER IS THAT MYTH OF GENERATIONAL CONFLICT.

THAT SOMEHOW WE CAN'T GET ALONG IN THE WORKFORCE AND ONE OF THE THINGS I KNOW WITH MY WORK WITH EMPLOYERS, OFTEN I'M BROUGHT IN BECAUSE SOMEBODY BELIEVES WE HAVE MULTIPLE GENERATIONS IN THE WORKFORCE AND IF WE SHOW A GENERATIONAL CHART THAT WILL HELP US AND THE CHART SAYS STUPID THINGS LIKE BOOMERS ONLY WANT TO TALK ON THE PHONE AND GEN Z DOESN'T WANT TO TALK AT ALL.

THAT IS NOT TRUE.

THE RESEARCH SHOWS WE WANT TO WORK TOGETHER AND THAT ALL PEOPLE OF ANY AGE WANT THE SAME THING.

WE ALL WANT MEANING AND PURPOSE AND FAIR COMPENSATION.

WE ALL WANT OPPORTUNITIES TO GROW IN THE WORKPLACE.

AND WE ALL I'LL SAY THIS IN A I IMPOLITE WAY WE ALL WANT A BOSS WHO IS NOT A JERK.

WE WANT TO BE SURROUNDED IN A WORKPLACE THAT WE CAN THRIVE AND IT HAS NO GENERATIONAL LABEL ATTACHED TO T A LOT OF THE MYTHS ARE NOT TRUE AND I ENJOY THE MOST IS TALKING TO EMPLOYERS HOW YOU CAN ACTUALLY SLED THOSE CHARTS AND BRING PEOPLE TOGETHER TO GET THE BENEFITS OF INTERGENERATIONAL TEAMS.

>> Renee: YOUR JAM OR GROOVE, IF YOU WILL, IS AGE FRIENDLY WORKPLACES.

DEFINE FOR US WHAT THAT IS, WHAT DOES IT LOOK LIKE AND HOW DO EMPLOYERS GET THERE?

>> A GREAT QUESTION.

IN EACH FRIENDLY WORKPLACE IS THE WAY IT SOUNDS.

REGARDLESS OF YOUR AGE YOUR YOU ARE NOT PUSHED OUT AND EXCLUDED FROM MEETINGS.

EVERYBODY HAS AN OPPORTUNITY TO REALLY CONTRIBUTE THEIR STRENGTHS AND ASSETS TO FULLY PARTICIPATE.

SO TO ME AN AGE FRIENDLY WORKPLACE IS THE DEFINITION OF A GOOD WORKPLACE PERIOD.

WHERE AGE IS NOT A FACTOR.

WHERE YOUNGER WOMEN AREN'T TOLD YOU DON'T HAVE ENOUGH EXPERIENCE OR YOU ARE TOO CUTE GET THE COFFEE.

AND OLDER WOMEN AREN'T TOLD YOU HAVE AN EXPIRATION DATE AND WE'RE GOING TO PUSH YOU OUT OF THE WAY.

AND HOW YOU GET THERE, YOU START BY DELIBERATELY COMPANIES THAT MADE A DELIBERATE COMMITMENT AND SAY I CALL IT CEASE THE AGE ADVANTAGE THE NAME OF MY WORKSHOP.

WE'RE GOING TO DELIBERATELY PUT GENERATIONS TOGETHER SO SITTING SIDE-BY-SIDE IN A ZOOM SQUARE WE WILL PUT PEOPLE TOGETHER WHEN WE ARE HIRING WE ARE NOT GOING TO PUT THE PHRASES IN DIGITAL NATIVE, BUT I'M SURE I AM A DIGITAL IMMIGRANT AND DIGITAL LEARNER.

RIGHT?

WE ARE GOING TO ELIMINATE THOSE ALGORITHMS THAT SCREEN OUT PEOPLE AFTER A CERTAIN AGE.

AND WE'RE GOING TO BE CAREFUL ABOUT THAT.

UP WITH OF THE THINGS I'M PROUD OF THAT WE DID IN COLORADO IS WE GOT THE LEGISLATURE TO PASS A WILL SAYING THAT YOU COULDN'T ASK FOR AGE OR THINGS LIKE HIGH SCHOOL GRADUATION DATES 0 AND JOB APPLICATIONS.

THINK ABOUT IT.

WHY DOES ANYONE NEED YOUR HIGH SCHOOL GRADUATION DATE MAYBE AFTER YOUR FIRST JOB AT MCDONALD'S.

THAT IS IT.

THOSE ARE SOME OF THE THINGS AND MAKING SURE THAT PROFESSIONAL DEVELOPMENT IS OFFERED TO PEOPLE OF ALL AGES.

THERE'S THIS MYTHOLOGY THAT OLDER PEOPLE ARE GOING TO LEAVE.

AND ACTUALLY OLDER PEOPLE HAVE ON AVERAGE FOUR TIMES THE TENURE OF YOUNGER PEOPLE.

NOT TO BASH YOUNGER PEOPLE WE WERE ALL TAKING ADVANTAGE OF THAT NEXT OPPORTUNITY.

SO EMPLOYERS WHO EQUITY THOSE ARE GOING TO THRIVE IN THE FUTURE.

>> Renee: THAT IS JEANNINE VAN BERBURG.

I WANT TO GO TO OUR PANEL I'VE SEEN HEAD KNOCKING.

COLENE ELRIDGE YOU WERE YES, I AGREE.

ALGORITHMS THAT SCREEN YOU OUT AUTOMATICALLY.

SHE TALKED ABOUT THESE THINGS AND THERE IS A LEARNING THAT IS HAPPENING AND THE MYTH OF GENERATIONAL CONFLICT.

SPEAK TO WHAT YOU HEARD JEANNINE SAY.

>> I A LOT WHAT SHE SAID I AGREE WITH.

SHE IS SAYING THE RIGHT THINGS.

ONE THING THAT I HAVE PUSHBACK ON IS I DO THINK IT'S HELPFUL TO TALK ABOUT GENERATIONAL DIFFERENCES IN THE WORKPLACE.

I DO THINK SHE IS RIGHT.

WE WANT THE SAME THINGS WE WANT TO BE RESPECTED AT WORK AND FEEL SUPPORTED AT WORK.

AND WE WANT BOSSES THAT AREN'T JERKS TO USE HER WORDS.

BUT I DO THINK HAVING A BASELINE UNDERSTANDING WHAT ARE THE THINGS THAT SHAPED THE MINDSET OF A GENERATION ARE REALLY HELPFUL PIECES OF INFORMATION FOR BOTH MANAGERS AND COWORKERS TO UNDERSTAND.

I ALWAYS SAY WHEN I TEACH A CLASS ON GENERATIONAL DIFFERENCES, THE KEY IS TO GET TO KNOW THE PERSON INDIVIDUALLY.

BECAUSE I WILL GIVE YOU A LOT OF INFORMATION AND THEY ARE BIG SWATHS OF INFORMATION.

BUT GET TO KNOW A PERSON INDIVIDUALLY TO FIND OUT WHAT MAKES THEM TICK NOT LUMP THEM INTO SOMETHING BASED ON THEIR GENERATION.

>> Renee: YOU AGREE?

>> I WOULD AGREE AND IT'S IMPORTANT TO CHANGE THE NARRATIVE FROM GENERATIONAL CONFLICT TO GENERATIONAL COMPLIMENT.

HOW CAN WE COMPLIMENT EACH OTHER'S STYLES.

I AM A BELIEVER THE HIGHER THE INTELLIGENCE THE MORE INNOVATION A COMPANY HAS TO USE IT TO THEIR ADVANTAGE IF THEY HAVE MORE VOICES AND MORE PERSPECTIVES.

>> Renee: CARLY ROSZKOWSKI YOU ARE JOINING US FROM MARYLAND.

I WANT TO BRING YOU IN.

AARP THIS IS WHERE YOU ARE.

AND YOU DEAL WITH THESE TYPES OF THINGS ALL THE TIME.

WHAT IS YOUR PERSPECTIVE ON OLDER WORKERS WHETHER IT'S INTERGENERATIONAL WORKPLACE AND AGE FRIENDLY WORKPLACES, SHOULD WE BE HAVING A DISCUSSION OR SHOULD IT BE YOU TREAT EACH OTHER LIKE THEY WANT TO BE TREATED?

>> YES, THANK YOU.

I THINK JEANNINE HAD GREAT POINTS SHE MADE.

AND WE KNOW THAT THE WORKFORCE IS AGING, BUT IT'S ALSO SHRINKING.

AND THE 75 PLUS IS ACTUALLY THE FASTEST GROWING SEGMENT OF THE WORKFORCE.

I THINK THIS IS GOING TO BE A CONVERSATION THAT WE NEED TO HAVE AND WE'LL CONTINUE TO HAVE.

AND THAT OLDER GENERATION OF THE WORKFORCE HAS BEEN GROWING FOR DECADES.

AND AS JEANNINE MENTIONED, GETTING EMPLOYERS EDUCATED ON THE VALUE THAT OLDER WORKERS BRING TO THE WORKPLACE AND THE VALUE OF HAVING MIXED AGED TEAMS AND MULTIGENERATIONAL ORGANIZATIONS THE RESEARCH SHOWS, AGAIN, MORE CREATIVITY, MORE INNOVATION, BETTER DECISION AND PROBLEM SOLVING.

YEAH, I CAN'T AGREE MORE WITH ALL THE POINT THAT JEANNINE MADE.

>> Renee: CARLIE, I THINK YOU SAID THE AGE 75 AND OLDER IS THE FASTEST GROWING WORKING POPULATION.

DID I HEAR YOU RIGHT?

>> YOU DID.

AND WHILE IT IS A SMALLER PORTION OF THE LABOR MARKET IT'S EXPECTEDDED TO GROW FROM 8.9% BACK IN 2020 TO 11.7% IN 2030.

THE FASTEST GROWING SEGMENT OF THE WORKFORCE 75 PLUS AND SOME OF US MENTIONED THERE ARE REASONS THAT PEOPLE ARE EITHER STAYING IN THE WORKFORCE LONGER OR WANTING TO COME BACK INTO THE WORKFORCE.

MONEY BEING THE MAIN REASON OR THE FIRST REASON FOR MANY PEOPLE AND THEIR ECONOMIC FINANCIAL SECURITY.

BUT IT'S FOLLOWED BY STILL WANTING TO BE CHALLENGED AND STILL HAVING MORE TO GIVE PURPOSE.

MEANING.

THE SOCIAL BENEFITS THAT COME HAVING A JOB AND BEING IN THE WORKFORCE.

>> CAN I ADD ONE THING TO THAT?

I WAS FASCINATED BY THAT SET, TOO.

AND YOU KNOW BACK IN 1990, IT WAS ONLY 4% OF THE WORKFORCE WAS 75 AND OLDER.

AND SO TO ME, THAT TELLS ME THAT THERE IS A LOT OF WORKPLACES THAT AREN'T BUILT FOR AN AGING POPULATION EITHER.

BOTH CULTURALLY AND PHYSICALLY BUILT FOR THEM.

A LOT OF ORGANIZATIONS HAVE MAKEUP WORK TO DO IN ORDER TO BE BETTER PREPARED FOR THE LONGEVITY OF PEOPLE IN THEIR ORGANIZATIONS.

>> Renee: YOU'VE BEEN A PART OF OUR AGING INITIATIVE ON SEVERAL PROGRAMS AND WHEN WE TITLED THIS REWIRE NOT RETIRE, YOU SAID, OH, YOU HAD NEUROSCIENCE LANGUAGE THERE BECAUSE LITERALLY STAYING IN THE WORKPLACE OR ACTIVELY ENGAGED IS A REWIRING OF SORTS.

TALK TO US ABOUT THAT.

>> ABSOLUTELY.

WE KNOW THAT MEANINGFUL ACTIVITIES ARE WHAT CHANGES THE BRAIN FASTEST.

WHEN WE'RE ACTIVE IN OUR JOB AND ENGAGING IN MEANINGFUL ACTIVITIES THOSE JOBS ACTUALLY HAVE THE HIGHEST BENEFIT FROM A COGNITIVE OUTCOME STANDPOINT AND THE LONGEST COGNITIVE FUNCTIONAL ABILITIES EVEN AFTER YOU RETIRE.

HAVING A RICH JOB WHILE YOU ARE WORKING AND STAYING IN THAT FOR AS LONG AS YOU CAN IS POSITIVE FOR THE WIRING OF YOUR BRAIN THAT CAN LEAD TO OTHER OUTCOMES.

ANOTHER PIECE ASIDE FROM THE NEUROSCIENCE, IS ALSO THINKING ABOUT THE PHYSICAL LIMITATIONS OR THE PHYSICAL ABILITIES OF OLDER ADULTS.

EVEN IF THEIR MIND IS SHARP AND STRONG THE BODY WILL CHANGE-OVER TIME.

MAKING SURE WE'RE PREPARING WORKING ENVIRONMENTS THAT ARE CORRECT AND PREPARED FOR PEOPLE TO SIT OR STAND OR TO DO THEIR JOB IN A WAY THAT IS NOT GOING TO HURT THEIR BODY SO THEY CAN CONTINUE TO MAXIMIZE THEIR CONTRIBUTIONS AND STAY ENGAGED FOR AS LONG AS POSSIBLE.

>> Renee: DO WE KNOW OF ORGANIZATIONS AND EMPLOYERS THAT ARE DOING THAT WELL, MEETING THE MOMENT AS THEY DESCRIBED AS NOT JUST PHYSICALLY THE INFRASTRUCTURE BUT OTHER WAYS MEETING THE CHALLENGE OF HAVING MORE 75-YEAR-OLDS ON THE JOB?

>> YES.

WE HAVE A PROGRAM AT AARP CALLED OUR EMPLOYER PLEDGE PROGRAM.

AND WE HAVE SEEN DRASTIC INCREASE IN INVOLVEMENT AND ENGAGEMENT FROM EMPLOYERS OVER THE LAST 10-12 YEARS WASTED ON THE CHANGING DEMOGRAPHICS OF THE LABOR MARKET.

WE ARE EDUCATING EMPLOYERS HOW TO START INTERGENERATION EMPLOYEE RESOURCE GROUP OR ERG'S OR OLDER WORKER ERG'S.

HELPING EMPLOYERS LOOK AT COULD THEY INITIATE A CAREGIVING LEAVE FOR EMPLOYEES.

THERE'S 63 MILLION FAMILY CAREGIVERS IN THE COUNTRY AND THEY ARE BALANCING RAISING YOUNG CHILDREN OR LOOKING AFTER OLDER AGING PARENTS.

AND THEY ARE WORKING FULL-TIME.

SO NEEDING MORE FLEXIBILITY.

MORE JUST MAYBE DIFFERENT WORK SCHEDULES.

AND WE ALSO KNOW TALKING ABOUT DIFFERENT GENERATIONS THROUGH OUR RESEARCH, SOMEONE MENTIONED THIS THAT IN ANY AGENDARATION ANY AGE WE ALL WANT THE SAME THINGS WE ALL WANT TO BE RESPECTED.

THE BIGGEST THINGS THAT CAME OUT FROM ALL GENERATIONS THE YOUNGEST TO THE OLDEST IS THAT FLEXIBILITY AND THAT WORKPLACE BALANCE.

SOME OF THE POSITIVE THAT CAME OUT OF COVID WE WERE ABLE ABLE TO A LOT OF FOLKS WERE ABLE TO WORK FROM ANYWHERE.

IT INCREASED THE AMOUNT OF PEOPLE WITH DISABILITIES CONTINUING TO WORK.

AND BEING ABLE TO STAY AND REMAIN WITHIN THE LABOR MARKET DUE TO EMPLOYERS HAVING MORE FLEXIBILITY AND WILLING TO WORK WITH WHAT EMPLOYEES NEED.

>> AS WE INTRODUCED YOU, THE SENIOR COMMUNITY SERVICE PROGRAM SPECIALIST WITH THE KENTUCKY DEPARTMENT OF AGING AND INDEPENDENT LIVING TALK TO US WHAT IT MEANS AND YOU HEAR THE CONVERSATION ABOUT EMPLOYING SENIORS 0 AND THE JOB LONGER WHAT DO YOU DO THAT HELPS WITH THAT?

>> THANK YOU.

SO WITH THE SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM, IT IS A JOB TRAINING PROGRAM FOR SENIORS 55, I HATE SAYING THE WORD SENIORS.

>> Renee: WE ARE GOING TO WORK ON OUR LANGUAGE.

>> OLDER WORKERS 55 AND OLDER THAT WANTS TO GET RETRAINED TO GO BACK INTO THE WORKFORCE.

AND BECOME VERY IMPORTANT PART OF THAT WORK THAT MOST OF THEM HAVE RETIRED ARE COMING BACK.

SOME ARE FINANCIALLY NOT STABLE AND THEY ARE TRYING TO COME BACK.

WE WANT TO PUT THEM IN SITUATIONS WHERE THEY CAN GET REAL WORLD EMPLOYMENT TRAINING.

AND GET THEM TO BE ABLE TO COME BACK TO THE WORKFORCE AND BE A VIABLE PART OF THAT WORKFORCE.

WHETHER IT'S SOMETHING THAT THEY ARE LOOKING TO DO SOMETHING DIFFERENTLY.

OR IF IT'S SOMETHING THAT THEY ARE WANT TO DO A LITTLE BIT MORE OF THAT THEY RETIRED PREVIOUSLY FROM.

>> Renee: HOW LONG DOES THE TRAINING PROGRAM LAST?

>> IT'S TECHNICALLY, WE DO 27 MONTH PROJECT LIMITS.

THAT IS TO GET INDIVIDUALS ON TO THE PROGRAM, GET THEM TRAINED, GET THEM SOME RESUME SKILL ASSETS THAT WOULD HELP THEM BECAUSE THERE ARE GAPS IN COMING BACK TO THE WORKFORCE.

AND GETTING THEM OFF.

27 MONTHS PROJECT DURATIONAL LIMIT AND 48 MONTH TOTAL OVERALL FOR [INAUDIBLE].

>> Renee: WE'LL TALK MORE ABOUT THAT.

AS WE'VE BEEN TALKING ABOUT IT'S DIFFICULT FOR OLDER WORKERS TO FIND A KEEP AND A GOOD JOB AND BARRIERS MAY STAND IN THE WAY BUT THERE ARE RESOURCES TO HELP.

A BOWLING GREEN MAN SHARES HOW HE SUCCESSFULLY REENTERED THE WORKFORCE AND WE VISIT AUDUBON AREA COMMUNITY SERVICES IN OWENSBORO TO SEE HOW THEY CAN HELP.

>> WE ARE DOING WORK THAT IS HELPING PEOPLE CHANGE THEIR LIVES.

IT'S WORK THAT HAROLD ALMOST DID NOT PURSUE.

>> I HADN'T WORKED IN SO LONG I HAD SO MUCH ANXIETY WILL I BE ABLE TO DO IT?

CAN I LEARN THE COMPUTER.

>> HAROLD HAS DRAWN SOCIAL SECURITY DISABILITY INSURANCE SINCE 2009.

I HAD THAT ANXIETY WILL I LOSE MY DISABILITY.

>> THIS WAS SIX YEARS AGO AND HE HAD BEEN OUT OF THE WORKFORCE SINCE 2005 BUT HE TOOK A CHANCE TURNING HIS VOLUNTEER ROLE INTO A PART-TIME PAID POSITION.

>> IT'S BEEN LIFE AFFIRMING FOR ME EVER SINCE.

>> IN HIS ROLE, HAROLD MEETS WITH PEOPLE IN POVERTY OR CRISIS AND HELPS THEM WITH CRUCIAL NEEDS LIKE HOUSING AND EMPLOYMENT.

>> TO SEE THEM BECOME HOUSED OR GET A JOB OR START MEDICATION AND SEE HOW WELL THEY DO YEAR AFTER YEAR, BY FAR THE MOST REWARDING THINGS I'VE DONE.

>> THERE ARE RESOURCES FOR PEOPLE LIKE HAROLD INCLUDING THE SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM WHICH FALLS UNDER THE U.S. DEPARTMENT OF LABOR.

>> IT IS FOR OLDER AMERICANS AND AUTHORIZED UNDER THE OLDER AMERICANS ACT.

>> IT IS A COMMUNITY SERVICE AND WORKED BASED JOB TRAINING PROGRAM FOR LOW INCOME, UNEMPLOYED SENIORS.

>> THEY GET PAY AND LEARNING NEW JOB SKILLS AND WE'RE GOING TO HELP THEM FIND LONG-TERM PLACEMENT.

>> PARTICIPANTS MUST BE 55 OR OLDER, UNEMPLOYED, AND 125 PERCENT OR BELOW THE POVERTY LEVEL AND CHALLENGES FINDING A JOB DUE TO AGE, LACK OF SKILLS OR BARRIERS.

>> OUR GOAL IS TO GET YOU THE SKILLS YOU NEED TO ENTER THE WORKFORCE.

WE WILL HELP THEM WITH RESUME WRITING, SKILLS CERTIFICATES AND TRAINING.

>> HEATHER SAYS THE BENEFITS FOR OLDER WORKERS GO BEYOND EARNING A PAYCHECK.

>> FOR SENIORS IT'S IMPORTANT THEY STAY ACTIVE IN THEIR COMMUNITIES.

SO THEY ARE GETTING A SOCIAL ASPECT, AND PHYSICAL AND MENTAL ASPECT AND INCREASES THEIR WELL-BEING, LOWERS DEPRESSION.

>> MY CONFIDENCE IS BACK, TOO.

>> HAROLD, 66, AGREES WITH HEATHER.

>> I PROBABLY EXPANDED MY LIFE EXPECTANCY BECAUSE I'M ACTIVE I WALK AVERAGING 16,000 STEPS A DAY.

MY OUTLOOK ON LIFE CHANGED WHEN I STARTED VIEWING MYSELF DIFFERENTLY.

>> IT'S BENEFICIAL FOR THE EMPLOYER.

SENIOR COMMUNITY SERVICE EMPLOYMENT PROGRAM WORKS WITH NONPROFIT AND COMMUNITY SERVICE ORGANIZATIONS HELPING THOSE AGENCIES PROVIDE NEEDED SERVICES.

>> A LOT OF THE NONPROFIT COMMUNITY ORGANIZATIONS DESPERATELY NEED PEOPLE TO WORK TO FILL IN THE GAP WHERE THEY NEED PEOPLE.

>> WITH AGE COMES WISDOM AND OLDER WORKERS BRING A LOT OF ADVANTAGES TO THE WORKPLACE.

>> THEY ARE TIMELY.

THEY ARE PROMPT.

THEY ARE RESPECTABLE.

THEY ARE PROFESSIONAL.

THEY DO WHAT THEY ARE ASKED TO DO.

THEY ARE EAGER TO LEARN.

>> HAROLD ENJOYS WORKING IN AN INTERGENERATIONAL OFFICE.

>> WHAT I CAN OFFER IS LIFE EXPERIENCE AND THINGS THAT I HAVE SEEN AND BEEN THROUGH.

IT IS A GREAT MARRIAGE OF HAVING THE YOUNG AND OLD TOGETHER.

>> HE IS NOT A PARTICIPANT FINDING HIS POSITION THROUGH HIS LOCAL CHURCH HE CALLS THEIR SUPPORT AND SERVICES VITAL.

>> PEOPLE THAT ARE 55 OR OLDER THAT THEY STILL MATTER THERE'S LOTS OF THINGS YOU CAN DO.

YOU HAVE A PLACE AT THE TABLE.

>> FOR KET I'M LAURA ROGERS.

>> Renee: THANK YOU, SO MUCH LAURA FOR THAT.

AUDUBON AREA COMMUNITY SERVICES HAS 24 PARTICIPANTS AND 13 COUNTIES ENROLLED IN THE PROGRAM.

WORKERS CAN STAY ON THE JOB 48 MONTHS BEFORE TRANSITIONING INTO LONG-TERM EMPLOYMENT.

AND I KNOW THIS IS YOUR THING.

WHEN YOU SEE THIS IN ACTION IN THE COMMUNITIES AND WE'LL SEE ANOTHER REPORT IN JUST A MOMENT THIS IS WHAT YOU COULD AND YOU WERE TALKING ABOUT THE BENEFITS AND HOW IT HELPS.

>> YES.

SO A LOT OF THE INDIVIDUALS THAT ARE SUPPORTED BY TEAM KENTUCKY'S JOB TRAINING PROGRAM HAVE EXPRESSED MANY POSITIVE FEEDBACK IN VARIOUS FORMS OF JUST DURING OUR ANNUAL MONITORING OR DURING WE HAVE EMPLOYER CUSTOMER SATISFACTION SURVEYS.

AND WE GET TO READ ABOUT A LOT OF THE POSITIVE CHANGES, MENTALLY, SOCIALLY AND EMOTIONALLY FOR THESE INDIVIDUALS THEY STATE IT STOPS THE ISOLATION FOR SENIORS EXPERIENCE AFTER RETIREMENT.

THEY HAVE STATED THAT IT HAS BROUGHT A SENSE OF WORTH TO THE INDIVIDUALS AND WHICH WHEN YOU LEAVE THE RETIREMENT WE HAVE SPOKE ABOUT IT WHEN YOU LEAVE RETIREMENT AND YOU KIND OF GET THAT TIME TO YOURSELF AND THINK WHAT AM I DOING NOW TO BE ABLE TO PROVIDE THAT SENSE OF ACCOMPLISHMENT TO OTHERS AND BE ABLE TO BE BACK IN THE WORKFORCE IS A BIG DEAL.

>> Renee: COMMUNITY IS IMPORTANT.

>> ABSOLUTELY.

>> Renee: SOME OF THE THINGS WE HEARD HAROLD SAY IN THE PIECE HE FEELS VALUED AND HAS THAT SENSE OF COMMUNITY AND NOT ISOLATED AND HE HAS A PLACE IN SOCIETY.

THAT CAN'T BE MONETIZED, RIGHT?

>> NO.

NOT AT ALL.

AND AGAIN OUR RESEARCH IS SHOWING THAT, AGAIN, WHILE MONEY MIGHT BE THE NUMBER ONE REASON PEOPLE ARE STAYING IN THE WORKPLACE OR UNRETIRING AND COMING BACK INTO THE WORKPLACE THERE ARE SO MANY OTHER POSITIVE REASONS FOR PEOPLE TO CONTINUE TO WORK.

AGAIN, AVOIDING SOCIAL ISOLATION, THAT MEANING AND THAT PURPOSE GIVING BACK.

AND WE TALKED A LITTLE BIT ABOUT OLDER WORKERS WANTING TO CONTINUE TO LEARN.

AND HOW AARP RESEARCH SHOWS THAT OLDER WORKERS HAVE A GROWTH MINDSET AND 60% SAID THEY WOULD TAKE NEW LEARNING COURSES OR UPSCALING COURSES IF THEY WERE ASKED BY THE EMPLOYERS.

BREAKING DOWN THOSE STEREOTYPES THAT OLDER WORKERS ARE STUCK IN THEIR WAYS OR DON'T WANT TO LEARN, IS SOMETHING WE'RE TRYING TO CONTINUE TO EDUCATE EMPLOYERS ON AND THE LABOR MARKET AND WE CONTINUE TO SEE IT IN OUR RESEARCH THAT WE DO WANT TO LEARN AND WE WANT TO GROW AND WE HAVE MORE TO GIVE.

>> Renee: WE THINK ABOUT A.I.

IN THE EVOLUTION EVER EVOLUTION OF ARTIFICIAL INTELLIGENCE WE ARE ALL LEARNING THIS TOGETHER WHETHER YOU ARE 75, 65, 55 OR 15.

THIS IS A NEW INVENTION.

TALK TO US ABOUT THE SOCIAL AND EMOTIONAL PARTS OF WHAT WORKING CAN DO IN YOUR OLDER YEARS AND THE OTHER BENEFITS.

>> ABSOLUTELY.

THINKING ABOUT THE SOCIAL ELEMENTS WE ARE SHOWING AND RESEARCH SAYS THAT PEOPLE IN RETIREMENT HAVE WORSE MENTAL HEALTH OUTCOMES RELATED TO THE SOCIAL ASPECTS IN THE MENTAL HEALTH PIECES.

MAKING SURE THAT YOU ARE STAYING CONNECTED WITH A.I.

THAT CAN TAKE US DOWN A RABBIT HOLE.

MAKING SURE WE'RE ENCOURAGING AND HAVING PEOPLE UNDERSTAND THAT NEW TECHNOLOGIES INTEGRATE THOSE INTO THE WORKPLACE SO THEY ARE FEELING CONFIDENT.

ONE OF THE PIECES WE DON'T WANT TO ADD IS THE STRESS.

STRESS WILL DETER OUR HEALTH AND IN PRAISES AND SITUATIONS WHERE THERE MIGHT BE BULLYING OR LACK OF CONFIDENCE WE CAN SEE THAT PLAY N WE DON'T WANT TO DOWN-PLAY THE POSITIVE ASPECTS OF WORKING.

HAROLD IS WALK 15,000 STEPS A DA WE WILL MOVE WHEN WORKING AND ENGAGED.

AN ELEMENT OF EMOTIONAL CON TEENAGENT.

IF WE ARE AROUND OTHER PEOPLE WE WILL BUILD ON THAT IN OUR BODIES BECAUSE OF OUR NERVOUS SYSTEM IT JUST HAPPENS.

ANOTHER PIECE IS MAKING SURE WE ARE STAYING ACTIVE COGNITIVELY THERE'S RESEARCH THAT SHOWS THAT THE DIFFERENCE BETWEEN YOUNG WORKERS AND OLDER WORKERS IS NEGLIGIBLE FROM A COGNITIVE OUTPUT STANDPOINT.

WE CAN'T SAY OLDER ADULTS ARE NOT PERFORMING THE SAME THEY ARE.

HOWEVER, WE ALSO WANT TO MAKE SURE WE'RE MAXIMIZING THE OUTPUT AND THE OPPORTUNITIES OF EDUCATION AND LEARNING.

GOING BACK TO THE NEUROSCIENCE, THINKING ABOUT EDUCATION AND LEARNING.

IN OUR OVER THE LAST 20, 30 YEARS, WE'VE BEEN ABLE TO SHOW THAT NEW BRAIN CELLS CAN GROW NEW PATHWAYS CAN FORM IN THE BRAIN AT THE OLDEST OF AGE.

EVEN IN THE FACE OF PATHOLOGY SUCH AS ALZHEIMER'S DISEASE OR TYPES OF DEMENTIA WE CAN HAVE NEW NEUROPATHWAYS REWIRING IN OUR BRAIN WHEN WE ARE ENGAGED.

UP TO YOUR DYING MOMENTS WE ARE ENGAGING AND REWIRING OUR BRAIN.

WHEN WE ARE THINKING ABOUT EDUCATION MAKING SURE WE ARE USING PROPER PRINCIPLES AND EDUCATING OLDER ADULTS SO TEAR LEARNING SO THEY ARE ABLE TO USE THE SKILLS.

WE MIGHT NEED TO HELP HERE OR THERE BUT WE HAVE VOCATION REHAB THAT CAN HELP IF SOMEONE IS HARD OF HEARING.

WE HAVE THE RESOURCES IN OUR STATE TO MAKE SURE THAT PEOPLE ARE FULLY ENGAGED SO WE'RE MAXIMIZING THE SOCIAL BENEFITS OF BEING WITH OTHER PEOPLE AND THE EMOTIONAL WELL-BEING AND ROUNDING THAT OUT.

WE'RE BUILDING OUR BRAIN FROM A NEUROSCIENCE AND REWIRING STANDPOINT AND TAKING CARE OF OUR BODIES BY MOVING.

>> Renee: IF SOMEONE IS IN A COMPROMISED STATE OF PHYSICAL HEALTH YET THEY HAVE TO BE ON THE JOB FOR FINANCIAL REASONS IS THERE A POINT OF RETURNS THERE COGNITIVELY AND OTHER WAYS BECAUSE THEY ARE IN FORCED SITUATIONS?

>> THERE IS A CONNECTION BETWEEN PHYSICAL FRAILTY AND COGNITIVE OUTCOMES THE WORSE SOMEONE IS THE WORSE THEIR COGNITIVE MIGHT BE.

MAKING SURE WE ARE ENGAGING RESOURCES LIKE REHAB OR OCCUPATIONAL THERAPISTS WHO CAN ANALYZE THE REQUIREMENTS OF THAT JOB AND MAKE ADAPTATIONS.

ONE OF THE THINGS WE KNOW IS SUCCESSFUL THE IDEA OF GRADING INACTIVITY.

THINGS CAN BE HARDER OR EASIER BASED ON THE ACCOMMODATIONS AND THE WAYS WE SETUP THAT ENVIRONMENT.

I'M NOT COMPARING SENIORSES TO TODDLERS BUT LIKE YOU CREATE A PREPARED ENVIRONMENT FOR A CHILD MIMICKING THOSE PRINCIPLES IN THE WORKPLACE SO WE CAN MAXIMIZE ENGAGING.

FOR PEOPLE ACROSS THE LIFESPAN CAN OPTIMIZE FUNCTION.

>> Renee: YOUR THOUGHTS?

>> FIRST I LOVE WE ARE HAVING THIS CONVERSATION AND AT THE HEART IS PEOPLE STOP RESISTING CHANGE THERE'S ALL THIS CHANGE IN THE WORKPLACE AND I DON'T THINK WE'RE HAVING ENOUGH CONVERSATIONS ABOUT THIS ISSUE.

AND BUSTING ALL THE STEREOTYPES ABOUT GENERATIONS.

I LOVED WHAT CARLIE WAS SAYING AND THIS WE THINK ABOUT FLEXIBILITY WE THINK ABOUT THE YOUNGER GENERATIONS WANTING THIS FLEXIBILITY BUT IT BENEFITS THE OLDER GENERATIONS.

THE IMPORTANCE OF BREAKING DOWN STEREOTYPES AND MYTHS.

>> Renee: AND CARLIE SAID YOU HAVE SO MANY FOLKS WHO ARE 65 MILLION CAREGIVERS, SO THERE HAS TO BE ADAPTATION AND FLEXIBILITY IN ORDER TO ALLOW THOSE PEOPLE TO BE PRODUCTIVE CITIZENS AND TO MANAGE THEIR FAMILIES AND THAT IS WHAT WE ALL WANT.

A ORGANIZATION IN NORTHERN KENTUCKY IS FINDING A WAY TO GET SENIORS BACK ON THE JOB THE COMMUNITY ACTION COMMISSION HAS TWO PROGRAMS THAT SERVED 150 PARTICIPANTS ONE PROGRAM THE SENIOR EMPLOYMENT PROGRAM IS ON FURLOUGH FROM THE DEPARTMENT OF LABOR BUT THE LEADERS ARE HOPEFUL THEY WILL RECEIVE FUNDS TO BRING IT BACK.

EMILY SISK SAT DOWN WITH THE PROGRAM LEADERS AND SENIOR PARTICIPANTS TO LEARN ABOUT THEIR EXPERIENCE.

>> JUST BECAUSE YOU ARE AN OLDER WORKERS DOESN'T MEAN THAT YOU DON'T HAVE SOMETHING TO GIVE TO THE COMMUNITY.

>> THAT'S THE MISSION BEHIND THE NORTHERN KENTUCKY COMMUNITY ACTION COMMISSION.

THE ORGANIZATION HOSTS TWO PROGRAMS THAT HELP SENIORS BECOME EMPLOYED.

THE FIRST IS THE SENIOR EMPLOYMENT PROGRAM WHERE PARTICIPANTS WHO HAVE HAD DIFFICULTY FINDING A JOB RECEIVE TRAINING FOR AN ENTRY LEVEL POSITION.

>> WE COVER 24 COUNTIES ACROSS NORTHERN KENTUCKY AND THE LEXINGTON AREA.

FOR THAT PROGRAM.

WHETHER THAT'S JANITORIAL POSITIONS, SECRETARY POSITIONS, LEGAL POSITIONS, EDUCATION, SOMETHING WHERE THEY ARE GETTING UP AND GETTING MOVING.

>> THE LEADERS SAID THERE ARE MANY REASON WHY IS FOLKS SEEK OUT THE EMPLOYMENT PROGRAM BUT IT'S MOST OFTEN RELATED TO AGE.

>> MAYBE THEY HAVE BEEN OUT OF THE WORKFORCE RAISING CHILDREN OR TAKING CARE OF SOMEONE.

>> A LOT OF IT IS JUST THEIR AGE.

>> THAT WAS THE CASE FOR SUSAN WHO HAD A LARGE GAP IN HER EMPLOYMENT RESUME.

>> I DIDN'T WORK IN 15 YEARS.

BEFORE THAT, I WAS A PET DWROOMER AND BEFORE THAT I WORKED IN DOCTOR'S OFFICES I HADN'T WORKED IN 15 YEARS.

THE PROGRAM CHANGED MY LIFE.

>> SHE TALKED ABOUT HER EXPERIENCE IN SEEKING A NEW JOB AND WHY SHE DECIDED TO TAKE PART IN THE SENIOR EMPLOYMENT PROGRAM.

>> SCARED.

YOU LACK THE CONFIDENCE THAT YOU NEED.

TO GO OUT AND LOOK FOR A JOB AFTER THAT LONG AND I'M SURE A LOT OF OLDER PEOPLE FEEL THAT WAY.

YOU FEEL USELESS.

>> SHE BEGAN TRAINING WITH A FOOD PANTRY IN COVINGTON AND NOW A REGULAR EMPLOYEE.

THE SENIOR EMPLOYMENT PROGRAM PARTNERS WITH LOCAL NONPROFITS AND GOVERNMENT OFFICES TO HELP TRAIN PARTICIPANTS.

>> ON THE JOB TRAINING AND HELPING THEM TO GAIN EMPLOYMENT IS REALLY HELPING TO KEEP THEM AGING IN PLACE, TO KEEP THEM ACTIVE.

>> THE OTHER PROGRAM AS PART OF THE COMMUNITY ACTION COMMISSION IS THE SENIOR WORKFORCE PROGRAM.

THESE PARTICIPANTS TAKE CLASSES AT NORTHERN KENTUCKY UNIVERSITY FOR FINANCE OR GATEWAY COMMUNITY AND TECHNICAL COLLEGE FOR LEGAL STUDIES.

THEY ARE ABLE TO GO BACK TO SCHOOL OR GO TO SCHOOL MAYBE FOR THE FIRST TIME.

>> EVERY TUESDAY AND THURSDAY OF THE FALL SEMESTER MICHAEL DAVIS MAKES HIS WAY TO NKU WHERE HE IS TAKING PERSONAL FINANCE.

THE CLASS IS SMALL WITH ONLY SENIOR PARTICIPANTS.

DAVIS EXPLAINED WHY HE WANTED TO GET INVOLVED.

>> I'M 81 YEARS OLD.

I REALLY WANTED TO DO SOMETHING ELSE BESIDES SIT THERE AND WATCH TELEVISION.

I COULDN'T DO THAT.

>> DAVIS HAD A CAREER AS AN OHIO ATTORNEY HE SAID NOW HE IS LEARNING FINANCIAL SKILLS HE NEVER KNEW.

HE HOPES TO PURCHASE SIGH A PART-TIME JOB IN FIDELITY INVESTMENTS.

>> MAYBE TRY TO GET A NETWORKING OR RELATIONSHIP WITH FIDELITY.

>> THEY SAID BESIDES FINDING EMPLOYMENT THEY LEARNED LESSONS ABOUT THEIR WORTH AND THEIR DESIRE TO KEEP LEARNING.

>> THE BIGGEST THING I LEARNED IS I'M NOT USELESS THAT I DO HAVE A PURPOSE.

>> YOU DON'T STOP THINKING UNLESS YOU ARE IN THE CEMETERY AND YOU DON'T WANT TO GET THERE TOO SOON.

>> FOR KET I'M EMILY SISK.

>> Renee: I THINK WE SHOULD CHECK THE ID CARD ON MICHAEL DAVIS 81?

HE'S GOT GOOD GENES THERE.

AND OF COURSE, BEING AN ATTORNEY AND NOW WANTING TO GO INTO THE FINANCIAL SERVICES INDUSTRY, I WANT TO GO TO YOU AND TALK ABOUT WHAT WE'RE HEARING.

WE HEARD TWO STORIES THERE.

YOU HAD SOMEONE WHO HAD A LONG CAREER AND WANTING TO RETOOL TO DO SOMETHING DIFFERENT AND THE WOMAN WE HEARD FROM SHE HAD BEEN OUT OF THE WORKING ENVIRONMENT FOR 15 YEARS AND RETURNING.

I MEAN TALK ABOUT WHAT YOUR RESEARCH AND AARP DOES TO HELP PEOPLE GET THE CONFIDENCE TO PURSUE ANOTHER DREAM?

>> YES.

CONFIDENCE IS KEY IN A JOB SEARCH FOR ALL OF US WHO HAVE BEEN THROUGH IT.

IT CAN HAVE UPS AND DOWNS AND IT CAN BE FRUSTRATING ESPECIALLY IN TODAY'S ENVIRONMENT WITH EVERYTHING BEING DIGITAL FOR MOST JOBS.

SO WE EDUCATE CONSUMERS ON HOW TO DO A JOB SEARCH, HOW TO HAVE A SUCCESSFUL JOB SEARCH ALL THE PIECES.

WE'VE TEAMED UP WITH INDEED THE LARGEST JOB SEARCHING PLATFORM IN THE WORLD.

TO HELP CONNECT OLDER WORKERS TO OPPORTUNITIES THAT ARE OUT THERE IN THEIR COMMUNITY.

WE HELP WITH INTERVIEW PREP, WITH RESUME WRITING, WITH ONE-ON-ONE CAREER COACHING.

WE ALSO HAVE ON DEMAND WEBINARS AND VIRTUAL WORKSHOPS THAT OLDER WORKERS CAN TAKE ON THEIR OWN PACE TO HELP THEM THROUGH THAT JOURNEY AND THAT JOB SEARCH AND THAT MIGHT MEAN LOOKING FOR A JOB TO GET BACK INTO THE WORKFORCE OR CHANGING CAREERS LIKE WE SAW SOME OF THOSE FOLKS DO.

>> Renee: I WANT TO ASK YOU WITH THE SENIOR EMPLOYMENT PROGRAM AND WE HEARD THAT MAYBE ON HIATUS.

DOES THAT JEOPARDIZE THE WORK YOU ARE DOING OR MAKE IT LESS FOR SENIORS PARTICULARLY BELOW THE FEDERAL POVERTY LINE TO GET ACCESS?

>> UNFORTUNATELY, IT PUTS A LITTLE MORE STRAIN ON THE INDIVIDUALS ARE OUT NATIONAL PROVIDERS THAT DO A WAFFLE JOB.

WE ARE STATE LEVEL.

WE ONLY ALLOWED TO HAVE SO MANY SLOTS, SLOTS FOR EMPLOYEES TO COME INTO.

WHENEVER THE NATIONAL PROVIDERS ARE NOT ABLE TO OR HAVE PUT PEOPLE ON FURLOUGH, THEY TEND TO GRAVITATE TO THE COUNTIES WE HAVE STATE SLOTS IN WHICH PUTS STRAIN ON WHAT WE CAN DO.

WE ONLY HAVE SO MANY SLOTS WE CAN'T PUT EVERYONE IN THERE.

WE HAVE SEEN MORE ACTIVITIES FROM THE NATIONAL LEVEL, THE PARTICIPANTS COMING ONBOARD WITH OUR PROGRAM.

THAT WE'RE HAPPY TO FILL SLOTS.

BUT IT CAUSES WAIT LISTS.

AND ISSUES THAT WE'VE HAD TO REALLY PRIORITIZE WHO COMES ON TO THE PROGRAM BECAUSE WE HAVE PRIORITY TOOLS AS WELL.

THAT FOR INDIVIDUAL WHO ARE 65 AND ODDER.

75 AND OLDERS DIFFERENT.

MOST IN NEED FACTORS.

>> Renee: RIGHT.

SO MORE WAITING LISTS, LONGER WAITING LISTS IS THIS IN EVERY AREA DEVELOPMENT DISTRICT?

HOW DO PEOPLE KNOW WHERE TO GO?

>> THE PROGRAM AT THE STATE LEVEL IS OPERATED THROUGH NINE REGIONS AND THERE'S ONLY FOUR OF THOSE THAT ARE ACTUALLY THROUGH THE AREA DEVELOPMENT DISTRICTS.

THE OTHER TWO ARE WITH COMMUNITY ACTION AGENCIES LIKE AUDUBON AND BLUEGRASS COMMUNITY ACTION AGENCY.

THEY ARE NOT ALL OVER IN THE.

WE TRY TO PARTNER WITH HOST AGENCIES BUT WE DON'T HAVE THAT OPERATIONAL IN ALL AREAS.

THE NATIONAL PROVIDERS HAVE MORE SLOTS MORE AVAILABLE POSITIONS TO BRING PEOPLE ON TO.

SO WHEN THEY KENTUCKY AT THE STATE LEVEL WORKING AT 153 SLOTTINGS AND THEY ARE AT 200 IMAGINE THE OVERLOAD WE'RE RECEIVING NOW BECAUSE OF THAT FURLOUGH SITUATION.

>> Renee: RIGHT.

ONE OF THE THINGS THE WORKERS ARE CONCERNED ABOUT OF A CERTAIN AGE IS THAT THEIR SEASONED AGE THEY THINK MAY PUT THEM AT A DISADVANTAGE FOR LANDING OR KEEPING A JOB.

ANTIAGEISM ADVOCATE TALKED TO US ABOUT AGE DISCRIMINATION AND HOW TO ADDRESS IT.

>> THE AGE DISCRIMINATION IN EMPLOYMENT ACT BARS DISCRIMINATION AGAINST PEOPLE AGED 40 AND OVER IN THE WORKPLACE.

AND THAT CAN BE SOMETHING THAT HOW ARE YOU TREATED IN THE WORKPLACE WHETHER YOU ARE LAID OFF BECAUSE OF AGE.

THE REAL -- THERE ARE TWO TRICKY THINGS ABOUT IT AS A RESULT OF U.S. SUPREME COURT DECISIONS.

ONE DECISION BASICALLY MADE THE BURDEN OF PROOF HARDER THAN FOR OTHER FORMS OF DISCRIMINATION.

YOU HAVE TO BE ABLE TO PROVE THAT THE ONLY REASON THAT YOU WERE LET GO FOR EXAMPLE, WAS BECAUSE OF AGE.

THAT IS ONE PART.

THE OTHER PART IS CERTAIN CIRCUIT COURT OF APPEALS IN THE UNITED STATES DECIDED THAT THE AGE DISCRIMINATION IN EMPLOYMENT ACT DID NOT APPLY TO THE HIRING PROCESS AND ONE OF THE THINGS WE KNOW IS AGE DISCRIMINATION DOES SHOW UP IN JOB SEEKING IF YOU LIVE IN THOSE AREAS, YOU CAN'T ALLEGE AGE DISCRIMINATION FOR HIRING.

THE GOOD NEWS IS AND I THINK THIS IS AN AREA WHERE WE ALL NEED TO ADVOCATE, THERE ARE BILLS IN CONGRESS THAT HAVE BEEN INTRODUCED BEFORE, THEY ARE BEING INTRODUCED AGAIN, TO CLOSE THOSE LOOPHOLES.

SO THAT WHEN YOU HAVE A CLAIM OF AGE DISCRIMINATION, YOU CAN FULLY PURSUE IT THE WAY YOU COULD WITH OTHER FORMS OF DISCRIMINATION.

AND HAVING SAID THAT, EMPLOYERS WHO TRY TO USE THOSE LOOPHOLES THEY ARE MAKING A HUGE MISTAKE.

THE FUTURE OF WORK IS INTERGENERATIONAL.

NOT ENOUGH BEING BORN ANYONE CAN LOOK AND WE HAVE TO FIGURE OUT HOW WE CREATE WORK THAT WORKS FOR EVERYBODY AND WE KNOW A GREAT WAY TO DO THAT IS TRY TO CULTIVATE AN AGE INCLUSIVE WORKPLACE.

>> Renee: WE HEAR THAT WOMEN PERHAPS ENDURE, SUFFER, AGE DISCRIMINATION MORE SO THAN MEN.

IS THAT I AM PEERICLY TRUE.

>> .

>> THERE ARE SOME LOGAN AIRPORT STUDIES THAT SHOW AND SOME COLLEAGUES HAVE DONE INTERESTING RESEARCH AROUND GENDER AND AGEISM AND IT SHOWS WOMEN ARE NEVER THE RIGHT AGE.

WHEN WE ARE YOUNG, WE ARE TOO YOUNG AND WE LOOK TOO CUTE.

THEN WE GET TO THE MIDDLE AGE AND GOD, WE HAVE CHILDREN AND WE MAY GO TO SOCCER GAMES.

I DID THAT WAS WHY I STARTED PA MY OWN COMPANY.

AND ALL OF A SUDDEN WHEN LOOKISM COMES IN IT'S IMPORTANT FOR WOMEN TO LOOK A CERTAIN WAY AS WE AGE PEOPLE DECIDE WE DON'T LOOK THE RIGHT WAY.

AND SO THERE IS RESEARCH THAT SHOWS THAT.

HAVING SAID THAT, I'M SOMEONE WHO IS ACTIVE ON LINKED IN THE NUMBER OF MEN I SEE WHO HAVE BEEN PUSHED OUT OF THE WORKPLACE AND FOR MANY MEN IT'S PROBABLY THE FIRST TIME THEY HAVE EXPERIENCED ANY DISCRIMINATION THEY ARE GOING INTO SHOCK.

SO I DON'T WANT TO SAY THAT WOMEN EXPERIENCE MORE IN AN OLDER AGE.

WE DO KNOW THAT WOMEN EXPERIENCE DISCRIMINATION ACROSS THE LIFESPAN.

>> Renee: THANK YOU.

IT'S BEEN A PLEASURE AND WE APPRECIATE YOU SHARING YOUR EXPERTISE AND YOUR PASSION FOR THIS ISSUE AND THE WORK YOU ARE DOING.

>> RENEE, THANK YOU SO MUCH.

THANKS FOR HAVING ME.

>> Renee: I WANT TO COME TO YOU CARLIE TO PICK UP ON WHAT YOU HEARD HER TALK ABOUT AND THE FUTURE OF WORK IS INTERGENERATIONAL.

LET'S START THERE AND PEEL BACK THE LAYERS OF THE AGE DISCRIMINATION POINTS SHE MADE.

COMMENT ON THAT THIS IS HOW THINGS ARE GOING TO GO SO WE NEED TO GET ONBOARD, RIGHT?

>> AS I MENTIONED THAT 75 PLUS SEGMENT IS THE FASTEST GROWING AND FOR THE FIRST TIME IN OUR COUNTRY'S HISTORY THERE ARE MORE PEOPLE LEAVING THE WORKFORCE THAN ENTERING THE WORKFORCE.

THE WORKFORCE IS AGING AND SHRINKING.

AND ALSO FOR THE FIRST TIME IN OUR HISTORY BY 2034, THERE ARE GOING TO BE MORE PEOPLE 65 AND OLDER THAN 18 AND YOUNGER FOR THE FIRST TIME IN OUR COUNTRY'S HISTORY.

SO WE ARE GOING TO NEED THOSE WORKERS.

WE NEED TO RETAIN THOSE WORKERS.

WE WANT PEOPLE TO BE WORKING LONGER.

WE VALUE THE EXPERIENCE AND THE KNOWLEDGE AND THE SKILLS THAT OLDER WORKERS ARE BRINGING TO THE WORKPLACE.

WE ALSO KNOW FROM OUR RESEARCH THAT OVER 77% OF PEOPLE VALUE THEIR OLDER COLLEAGUES FOR THE EXPERIENCE AND THE KNOWLEDGE THAT THEY BRING TO THEIR ORGANIZATION.

ON THE AGE DISCRIME NATION IN THE WORKPLACE OR AGEISM FRONT, UNFORTUNATELY OUR RESEARCH SHOWS THAT 90% OF WORKERS 50 AND OLDER BELIEVE THAT AGE DISCRIMINATION AGAINST OLDER WORKERS IS COMMON IN THE WORKPLACE.

AND CONSISTENTLY WE'VE SEEN ABOUT 64% OF PEOPLE 50 AND OLDER SAY THEY'VE EXPERIENCED AGE DISCRIMINATION OR SEEN IT IN THE WORKPLACE TODAY.

UNFORTUNATELY, IT'S HERE AND THAT'S WHY IT'S SO IMPORTANT FOR THE WORK OF ALL THE FOLKS ON THE PANEL TODAY WE'RE DOING FEDERALLY AND LOCALLY AND AT THE STATE LEVEL, BECAUSE AS JEANNINE MENTIONED THERE ARE FEDERAL LEGISLATION BILLS THAT WE'RE TRYING TO HELP PASS AND ADVOCATE FOR BUT WE'RE DOING A LOT AT THE STATE LEVEL AS WELL.

SHE MENTIONED COLORADO, OREGON PASSED A LAW WHERE EMPLOYERS CANNOT ASK ANY AGE RELATED INFORMATION IN THE HIRING AND RECRUITING PROCESS.

BECAUSE THE AGE DISCRIMINATION EMPLOYMENT ACT DOES NOT COVER THAT IN THE HIRING PIECE, SOME STATES HAVE GONE AND PASSED LEGISLATION THAT DOESN'T ALLOW EMPLOYERS TO ASK THAT INFORMATION DURING THE HIRING AND RECRUITING PROCESS TO HELP ELIMINATE AGE DISCRIMINATION AT THAT POINT.

>> Renee: I WANT TO ASK YOU, TOO, ABOUT THE BENEFITS CLIFF.

WE HEARD A GENTLEMAN IN THE PIECE TALKED ABOUT THE FACT AT THAT TIME HE IS ON DISABILITY AND WORKS AND THERE IS A CERTAIN POINT WHERE YOU DON'T WANT TO DISADVANTAGE YOURSELF BY WORKING, BECAUSE YOU ARE RECEIVING BENEFITS.

CAN YOU SORT THAT OUT FOR US?

>> YES.

SOCIAL SECURITY IN PARTICULAR, IF YOU WAIT TO CLAIM AT YOUR FULL RETIREMENT AGE WHICH FOR MOST PEOPLE IT WILL BE 67 BORN AFTER 1960 YOU WITH CORK AND COLLECT SOCIAL SECURITY WITHOUT PENALTIES BUT YOU HAVE TO WAIT FOR THE FULL RETIREMENT AGE.

AND OUR FINANCIAL TREND SURVEY THAT AARP DID, SHOWED THAT 59% OF 50 AND OLDER FOLKS STILL WORKING, DO NOT FEEL THAT THEY WILL HAVE ENOUGH MONEY -- THEY ARE WORRIED THEY WILL NOT HAVE ENOUGH MONEY TO SUPPORT THEMSELVES IN RETIREMENT.

THAT SAME SURVEY SHOWED 18% OF 50 AND OLDER WORKERS HAVE ZERO SAVED FOR RETIREMENT.

AND 24% ALMOST A QUARTER OF THE PEOPLE SURVEYED 50 AND OLDER SAY THEY PROBABLY EXPECT TO NEVER RETIRE.

SO THIS IDEA OF THIS RETIREMENT CLIFF THAT I THINK OUR PARENTS AND GRANDPARENTS EXPERIENCED WHERE THEY ARE WORKING TOWARDS THIS ONE DAY AND THEY WILL NEVER WORK AGAIN IS NOT THE REALITY FOR MOST PEOPLE.

>> Renee: YEAH.

WE DO KNOW THAT WHEN I WAS GROWING UP IT WAS COMMON FOR PEOPLE TO STAY IN ONE JOB THEIR ENTIRE CAREER.

30, 40 YEARS ON THE JOB AND GENERATIONS SINCE THEN HAVE NOT FOLLOWED THAT PATTERN.

TALK TO US ABOUT THAT?

>> YES.

SO THE TREND IS THAT PEOPLE AREN'T STAYING IN ONE JOB.

AND SO FOR ME, EVEN JUST THIS CONVERSATION CHANGING TOPICS A LITTLE, RENEE, YOU KNOW, A.I.

AND ALL THE TOPICS ARE THE THE FOREFRONT OF CONVERSATIONS AND THIS CONVERSATION NEEDS TO BE AT THE FOREFRONT OF CONVERSATIONS.

IT NEEDS TO BE TOP OF MIND.

AND FOR ECONOMIC REASONS BOTH PERSONAL ECONOMIC REASONS FOR THE AGING WORKFORCE AND ALSO FOR COMPANIES ECONOMIC REASONS.

AND, YES, PEOPLE AREN'T STAYING IN ONE POSITION.

BUT I THINK THAT ALSO PROVIDES OPPORTUNITY FOR DIFFERENT ORGANIZATIONS TO DIVERSITY OF OPINIONS AND DIVERSITY OF SKILL SETS, TOO.

>> Renee: IF YOU THINK ABOUT THAT THE FACT THAT IT IS THE INTERGENERATIONAL WORKFORCE IS NOW AND IT IS THE FUTURE AS WE'VE SAID AND HEARD REPEATEDLY ON THIS PROGRAM.

WHAT DO YOU ADVISE COMPANIES TO DO TO BE BETTER PREPARED TO MEET THAT CHALLENGE?

>> I THINK ONE OF THE THINGS THEY NEED TO DO IS LOOK AT THEIR PIPELINE RIGHT NOW.

AND TO SEE WHO IS MOVING INTO LEADERSHIP, WHERE DO WE HAVE OPPORTUNITIES TO RESKILL ALL OF OUR EMPLOYEES?

I THINK THE CONVERSATION IS MORE LEANING TOWARDS THE YOUNGER EMPLOYEES IN TERMS OF RESKILLING AND UP SKILLING.

BUT WHERE DO WE HAVE THIS OPPORTUNITY BECAUSE WE KNOW THE OLDER GENERATION STILL ENJOYS LEARNING.

THEY LOVE LEARNING AND GROWING AND HAVE A GROWTH MINDSET.

WHERE CAN WE GIVE THEM MORE OPPORTUNITIES TO LEARN AND EXPLORE AND GROW?

I ALSO THINK ONE OF THE THINGS WE HAVE NOT TALKED ABOUT THAT IS THE BENEFIT OF WORKING LONGER IS YOU THEN GET THE OPPORTUNITY TO DO SOMETHING THAT YOU'RE PASSIONATE ABOUT.

I THINK SO MANY PEOPLE MOVED INTO WORK AS WORK.

AND THEY NEVER EXPLORED WHAT AM I PASSIONATE ABOUT.

AND NOW IF THEY MAYBE HAVE A RETIREMENT CHECK THAT THEY CAN RELY ON BUT WANT TO CONTINUE WORKING THEY HAVE THIS UNIQUE AND BEAUTIFUL OPPORTUNITY TO EXPLORE NOW WHAT AM I PASSIONATE ABOUT?

WHAT DO I LOVE?

WHAT DO I WANT TO CONTRIBUTE TO THE WORLD INSTEAD OF MAKING A PAYCHECK FROM IT.

THAT IS A GIFT TO BE ABLE TO GIVE THE PEOPLE WHO WORKED HARD IN SO MANY WAYS.

>> Renee: THAT IS A GOOD POINT.

CARLIE, WHETHER IT IS A PASSION PROJECT THAT YOU WANT TO PURSUE AT A CERTAIN AGE BEYOND 50 OR PERHAPS YOU WANT TO MONETIZE A HOBBY YOU ARE GOOD AT DOING SOMETHING THAT YOU LOVE TO DO ON THE WEEKENDS AND YOU REALIZE MAYBE THERE IS A MARKET FOR THIS.

WHAT DOES YOUR RESEARCH SHOW ABOUT SENIOR ENTREPRENEURSHIP IF WE CAN CALL IT THAT?

>> OUR RESEARCH SHOWS ABOUT A QUARTER OF THE 50 PLUS ARE TURNING TO GIG WORK OR CONTRACT WORK TO MAKE EXTRA MONEY OR TO HAVE A PASSION FOLLOW-UP PASSION AND IT'S THEIR PASSION PROJECT TO STAY CONNECTED TO STAY LEARNING, TO STAY SOCIAL.

I THINK EYE TALLY BROUGHT UP A POINT ABOUT THE ECONOMIC FACTOR WHEN THE OLDER ADULTS HAVE THE OPTION TO REMAIN IN THE WORKFORCE, CONSUMER SPENDING INCREASES.

AND WE KNOW THAT PEOPLE AGE 50 AND OLDER CONTRIBUTE $8.3 TRILLION TO THE U.S. ECONOMY EACH YEAR AND THAT IS ONLY GROWING AS OUR ECONOMY AND THE DEMOGRAPHICS OF THIS COUNTRY ARE AGING.

THERE IS A LOT OF BENEFITS AND AS YOU MENTIONED THERE IS A TON OF NONTRADITIONAL EMPLOYMENT OPPORTUNITIES THAT OLDER WORKERS CAN TAP INTO GOING BACK TO A 9-5 JOB IS NOT WHAT THEY WANT TO DO.

>> Renee: NONTRADITIONAL OPPORTUNITIES.

>> I HAVE A MENTOR AN INTERNATIONALLY RENOWNED GERITOL GIFT.

AND HE SAID YOU HAVE TO RETIRE TO SOMETHING WE HAVE TO MOVE INTO SOMETHING IT IS NOT THAT WE QUIT OUR JOB THAT WE HAVE DONE FOR 50 YEARS AND PEOPLE HAVE TIMES DONE THAT ONE JOB BUT WE MOVE INTO A HOBBY AND OUR HEALTH IS THE BEST WE HAVE BETTER HEALTH OUTCOMES ACROSS THE BOARD AND STAYING ENGAGED EVERYDAY AND DOING SOMETHING WE LOVE.

THIS IDEA OF FLOW STATE AND FLOW STATE IS WHEN YOU ARE ENGAGED IN SOMETHING AND SO HAPPY IN THAT MOMENT THAT YOU LOSE TRACK OF TIME.

WE'VE SEEN THE HIGHEST HEALTH BENEFITS WHEN PEOPLE ARE ENGAGED AND FIND THAT FLOW STATE REGARDLESS OF GETTING PAID FOR IT OR NOT, RETIREMENT HAS THE OPPORTUNITY YOU GET TO BE MORE SELECTIVE WITH YOUR TIME.

MAKING SURE WHATEVER YOU SPEND YOUR TIME ON IS MEANINGFUL AND HELPS YOU FEEL FULFILLED TO FIND THAT FLOW STATE.

>> Renee: WE HAVE NEW VERNACULAR TONIGHT WE WILL NOT WORK ON SENIOR CITIZENS AND THE FLOW STATE.

CARLIE, TAKEAWAYS THAT YOU WOULD LIKE TO SHARE WITH WHEN YOU ARE THINKING ABOUT REWIRING, NOT RETIRING, WHAT ARE MAIN THINGS YOU WANT OUR AED YEBS TO KNOW?

>> -- AUDIENCE TO KNOW?

>> KEEP THAT CONFIDENCE FUN YOU ARE IN A JOB SEARCH THERE ARE TOOLS AND RESOURCES OUT THERE FOR YOU.

AND THERE ARE EMPLOYERS THAT VALUE AN AGE DIVERSE WORKFORCE AND ARE INSTITUTING NEW BENEFITS AND POLICIES TO HELP WITH THE SHIFT OF THIS LABOR MARKET.

SO STAY CONFIDENT.

DO YOUR RESEARCH.

CONTINUE TO FOLLOW YOUR PASSION.

BUT YOU BRING A LOT OF VALUE AND EXPERIENCE AND SKILLS TO ORGANIZATIONS.

AND WE'RE CONTINUING TO FIGHT TO MAKE SURE THAT ALL EMPLOYERS UNDERSTAND THAT AND KNOW THAT.

>> Renee: WHAT WOULD YOU SAY FOR SENIORS WHO PERHAPS ARE IN A DIFFERENT POINT IN THEIR LIVES PERHAPS THEY ARE NOT WHERE THEY WANT TO BE FINANCIALLY AND THAT COULD BE A STRUGGLE FOR THEM WHAT ADVICE WOULD YOU GIVE THEM AND TAKEAWAYS?

>> I'D SAY DON'T BE AFRAID TO TRY SOMETHING NEW.

COME BACK AND GET RETRAINED.

REWIRE YOUR MINDSET THAT YOU ARE NOT THERE'S NO AGE FOR ENDING.

YOU DON'T HAVE TO STOP WORKING BECAUSE YOU ARE OF A CERTAIN AGE.

COME BACK AND GET TRAINED AND GET BACK INTO THE WORKFORCE AND PROVIDE THAT VALUABLE FEEDBACK THAT EMPLOYERS NEED.

>> Renee: FOR PEOPLE THAT MAY THINK I AM AN OLD DOG AND DON'T LEARN NEW TRICKS WELL WHAT WOULD YOU SAY ABOUT THAT?

>> YOU WILL BE AMAZED HOW MUCH YOU CAN LEARN.

WITH THE TEAM KENTUCKY JOB OLDER WORKER JOB TRAINING PROGRAM WE TRY TO SET EVERY ONE UP FOR SUCCESS.

WHATEVER YOU NEED WE'RE GOING TO TRY TO PROVIDE IT IN THE PROGRAM.

>> Renee: INDIVIDUALIZED ATTENTION NOT A COURSE LAID OUT FOR EVERYBODY TO DO IT REALLY IS TAILORED TO WHAT THE INDIVIDUAL CAN DO.

>> ABSOLUTELY.

>> YOUR TAKEAWAYS FOR SENIORS AND OTHERS LOVING SENIORS ABOUT WHAT THEY CAN DO?

>> I THINK INSTEAD OF CALLING THEM SENIORS MAYBE IT'S THE WISDOM GENERATION THERE'S SO MUCH WISDOM WE CAN GET.

I LOVED TALKING ABOUT THE ECONOMIC SIDE BUT REALLY THE HUMAN SIDE OF THIS.

SO MANY PEOPLE TALKED ABOUT THE CONFIDENCE IT'S GIVEN ME ON THE QUALITY OF LIFE AND THE IDEA THAT THE RISING TIDE LIFTS ALL BOATS.

AND THIS IS SOMETHING WE NEED TO PAY ATTENTION TO.

>> Renee: FOR YOU?

>> I WOULD SAY, I REALLY WANT INDIVIDUALS TO KNOW THAT WHEN YOU RETIRE, YOU DON'T HAVE TO RETIRE FROM WHO YOU ARE.

YOU JUST ARE LEARNING SOMETHING NEW.

YOU ARE BECOMING A DIFFERENT VERSION OF YOU.

AND I THINK SO MANY PEOPLE LOSE THAT CONFIDENCE AND LOSE THAT NOT EVEN THE DRIVE BUT JUST THAT CONFIDENCE OF WHO THEY ARE.

BECAUSE IT LOOKS DIFFERENT.

SO I JUST WANT TO REMIND THEM CAN I LOOK IN THE CAMERA AND REMIND YOU DO NOT LOSE WHO YOU ARE BECAUSE YOU RETIRE.

YOU ARE REWIRING WHAT YOU DO.

>> Renee: PEOPLE THINK THEIR IDENTITY HAS BEEN WRAPPED UP INTO THE TITLE THEY HAVE HELD AND THE STATUS THAT IT CAN BE HARD TO LET GO I DON'T KNOW WHAT IS COMING IF I LET THIS GO, YOU KNOW, I COULD BE LOSING THAT POSITION THAT I'VE ENJOYED IN SOCIETY.

>> EXACTLY.

AND THAT'S NOT ALWAYS A BAD THING BECAUSE IT FORCES YOU TO BECOME MORE AWARE OF WHO AM I OUTSIDE OF THIS.

>> Renee: DOCTOR YOU GET THE LAST WORD?

>> I REALLY THINK SINKING INTO THE GROWTH MINDSET THE IDEA WE DID EXPECT TO DO OUR JOB AND MAYBE RETIRE AND THEN WHO KNOWS WHAT WE'RE GOING TO DO.

MAYBE WE DON'T GET TO LEAVE OUR JOB.

MAINTAINING THAT GROWTH MINDSET WHAT NEW SKILLS CAN I LEARN, HOW CAN I TAKE THE EXPERTISE AND THE WISDOM I'VE COLLECTED AND GROW AND LEARN AND FULLY ENRICH THIS NEXT CHAPTER OF MY LIFE WITH THAT GROWTH IDEA OF CONTINUING TO EDUCATE OURSELVES AND FIND FLOW STATE AND BE AROUND HAPPY, HEALTHY PEOPLE TO MAXIMIZE OUR HEALTH.

>> Renee: THE ONE THING WE DID NOT TALK ABOUT IS THE LEARNING OPPORTUNITIES AND HIGHER-ED INSTITUTIONS WE HEARD ABOUT THAT NORTHERN KENTUCKY UNIVERSITY AS THE OFFICE OF LIFELONG LEARNING, WESTERN KENTUCKY UNIVERSITY HAS A GREAT PROGRAM TO KEEP FOLKS ENGAGED IN A CERTAIN STAGE OF LIFE.

THESE ARE ENRICHING THEY MAY NOT COME WITH A PAYCHECK.

>> AS LONG AS WE ARE USING OUR MIND.

WE'RE THINKING IN DIFFERENT WAYS OR DOING THINGS THAT WE DON'T DO.

WRITING WITH YOUR NONDOMINANT HAND OR LEARNING A MUSICAL INSTRUMENT WILL MAXIMIZE YOUR HEALTH, YOUR WELL-BEING AND YOUR LIFE SATISFACTION.

>> Renee: FLOW STATE.

THOSE ARE THE KEYWORDS.

BIG TAKEAWAY FOR THIS EVENING.

WE THANK YOU FOR JOINING US FOR THIS SPECIAL PROGRAM THIS PART OF OUR NEXT CHAPTER INITIATIVE THAT FOCUSES ON THE REWARDS AND CHALLENGES OF GROWING OLDER.

YOU CAN CHECK OUT THIS PROGRAM ON-LINE AT KET.ORG.

AND THERE YOU WILL ALSO FIND OUR OTHER BROADCASTS RELATING TO OUR NEXT CHAPTER SERIES AND GREAT RESOURCES TO KEEP YOU THRIVING AS YOU AGE.

I'M RENEE SHAW THANK YOU FOR BEING WITH US.

AND TAKE REALLY GOOD CARE.