AARP International
AARP International

The Future of Work for the 50+ Considerations for workers and employers.

People are living (and working) longer, and there are lasting effects. How will we respond to these 5 megatrends that are shaping the future of work?

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Future of Work Five Megatrends Perspectives

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  • Alex Camardelle, Director of Workforce Policy, Joint Center for Political and Economic Studies
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Toward the Future of Black Older Workers

"For me, the future of work for older Black workers is personal and inextricably linked to our overall well-being. The intersection is profound for me as someone who has watched my own relatives labor in poor quality work, lost jobs in the last year because of the pandemic and struggled to re-enter the labor force due to new skill requirements brought on by automation."

  • Stephen Crawford, Research Professor, George Washington University Institute of Public Policy
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A Point of View on Lifelong Learning and Upskilling

"The obvious solution is to improve and expand programs for “reskilling” and credentialing mid-career and older workers, but that is difficult. It is hard to know exactly what skills are needed, how to motivate workers to learn them, and how best to teach them. And it is very difficult to finance the training. Progress depends on each of the key stakeholders – employers, workers, institutions that provide education and training, and governments –doing its part, collaborating with the others, and sharing the financial burden."

  • Jeanne Meister, Managing Partner, Founder Future Workplace Academy

A Point of View on Rapid Technological Advancement and Automation

"In this era of accelerated change, the focus needs to be on the implications of automation on the nature of work, rather than the dislocation of workers. These implications include a new blended workforce of Humans and Bots, the development of uniquely human skills and the creation of new job roles in the age of artificial intelligence."

  • Jeffrey Pfeffer, Thomas D. Dee II Professor of Organizational Behavior at the Graduate School of Business, Stanford University, and author of Dying for a Paycheck
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Creating Healthier Workplaces: 4 Steps Every Organization Can Take

"Evidence suggests that the indirect costs of ill-health are actually higher than the direct costs of treating disease. Workforce well-being is, therefore, a strategic imperative for policymakers and employers."

  • Ebony P. White, Director, Racial Economic Justice, Prosperity Now
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Living Longer, Rising Costs and Income Inequality Shape Older People’s Quality of Life

"In this day of increased longevity, we must consider how health and economic inequities are widening for people over 60, especially in the wake of the COVID-19 pandemic."

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