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IBM for creating tools to help those whose vision is diminished due to disability or to the natural changes that come to many of us by simply living long enough to experience the challenge of reading very small print.

Borders' bookstore because they studied the demographics of their market and realized that half of all book buyers are older than 45. They purposefully set out to create a workforce that reflected its customers. They provide medical and dental-insurance to part-time workers and allow folks to work in different parts of the country in order to accommodate time with loved ones who live in various American cities.

SeniorNet, the leading provider of technology education for older adults, for announcing its Retired Technology Volunteers (RTV) program, made possible by funding from Senior Corps and The UPS Foundation. Go to: http://www.seniornet.org/rtv for more information on this program.

It's time to realize that early retirement can actually shorten one's life… A 2 year study of more than 3500 former employees of Shell in Texas has found that men and women who retired at 55 were nearly twice as likely to die within the 10 years following retirement as those who retired at 60 or 65. The research was conducted by Shan Tsai of Shell Health Services in Houston and is part of the proof I've been seeking to substantiate my intuition that not working, in some capacity, is a health hazard. I know it is fair to conclude that social isolation and mental ennui certainly detract from the "will to live long and well!"

It's time to actively retain the maturing workforce and it's relatively easy to do!

Don't marginalize mature workers. Invest in learning about the benefits of engaging or retaining a mature workforce. Especially, concern yourself with debunking the myths associated with this demographic. You know, myths such as, "you can't teach older workers new tricks" – "they are technology challenged" and "set in their ways." Here are the facts: If a younger worker can learn new tricks, it is most probable that the same worker will be a lifetime learner. Look at past performance (as you advise us to do) and you'll see the pattern and themes of a person who likes to learn. And, if you want to hire an employee who is not technology challenged at some level, you will have to hire a teenager. As for being "set in their ways" - refer to my comments about looking at the patterns as to how people have managed change in the past. And, stop using the standard excuse for NOT hiring a mature worker - you know - the "overqualified" excuse. What's wrong with being overqualified? It could mean that you'll get more for your money! Finally, don't assume that mature workers will leave you as soon as something better comes along. Statistically, they are far less likely to bail out than their younger counterparts for many reasons that I will share with you in future newsletters.

Offer phased retirement with a helping hand to plan a future that will, almost certainly, include some form of work. There's a double benefit when combining the shorter workweek provided by phased retirement with formal preparation for the future. The company saves payroll, re-recruiting and turnover costs. The individual continues to contribute their talent and learns to develop strategies for the day when the passage of time itself will force a further modification of their work lives - perhaps as part-time contributors or re-born specialists to be called upon to help now and again as business demands.

Updated 1/18/06