A Workforce That Welcomes Older Adults

Age Diversity in the Workplace: Benefits, Challenges, and Strategies for Employers

In this episode of Looking Forward Our Way, Brett and Carol are joined by Dr. Jennifer Crittenden, Assistant Professor of Social Work at the University of Maine and Associate Director for Research at the University of Maine Center on Aging. The focus is on the challenges and opportunities facing older adults as they transition into paid employment, and particularly on how volunteerism can act as a bridge to help them re-enter the workforce.

Dr. Crittenden began by sharing her background in gerontology and her early research in older adult volunteerism. She noticed a fascinating trend: some older volunteers were leaving their unpaid roles because they needed or wanted to return to paid employment. This observation set her on a research path to better understand how older adults juggle different responsibilities—such as caregiving, volunteering, and work—and whether skills gained in volunteer opportunities could support their move into paid roles.

Through a study funded by AmeriCorps, Dr. Crittenden discovered that many older adults indeed use volunteer experiences as a stepping stone back into employment—even if the volunteer programs themselves weren’t specifically designed for that purpose. This realization led her and other researchers to ponder whether volunteerism could actually become a structured pathway to employment for seniors. Furthermore, her research highlighted the “spillover effect”: skills acquired through both in-person and virtual volunteering frequently enhanced other aspects of life, such as caregiving or community engagement.

The partnership with AmeriCorps became more formalized when, in 2022, Dr. Crittenden’s center was approached to help study a new round of demonstration grants focusing on workforce development for older adults. This new initiative required participants to integrate volunteerism into their program design, with the ultimate goal of aiding older adults in securing sustainable employment. Seven different pilot programs across the country were set up, each distinct in its local approach but unified in combining volunteer experience, community service, training, mentorship, and employment support.

What makes this research so groundbreaking is its focus on identifying the “secret recipe”—the common elements across all seven pilot programs that effectively support older adults’ transition to sustainable employment. The data, collected from over 150 participants in the first round, helps the researchers understand what motivates seniors, what keeps them engaged, and what drives successful placement into jobs.

Looking at the demographics, the majority of participants were women (about 72%), which reflects broader trends in volunteerism. Most were between the ages of 60 and 70—prime years for retirement or semi-retirement—but the programs included participants up to 85. A striking finding was that many lived alone and were single, divorced, or widowed, implying a significant financial need to supplement single-income households.

In terms of the nature of work, the positions targeted by these programs were generally paraprofessional roles—such as paralegals or early childhood educators—that often required participants to complete some form of certification or additional training. This requirement, while presenting barriers for some, helped others gain clear pathways into employment that matched their interests and skillsets.

Motivation to participate in these programs was largely financial, but the data showed that earning new skills, having a sense of purpose, giving back to the community, and building social connections were also major drivers. This mirrors what we see among younger job seekers, emphasizing that these needs and aspirations are consistent across age groups.

Success, however, depended on the alignment between volunteer experience and employment placement. When the volunteer roles were closely matched to the intended jobs, like volunteering in a classroom before being hired as an early childhood educator, participants felt more confident and better prepared. Where this connection was lacking, the transition was less smooth and perceived as less meaningful.

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What organizations can do to better include and engage older workers? Dr. Crittenden emphasizes that successful employers, regardless of industry, are those who think creatively about work arrangements—offering flexible hours, job sharing, accessible workplaces, and continuous training. Organizations that foster a genuinely inclusive culture and avoid ageist language in recruiting tend to be more successful at attracting and retaining older employees.

From the employee perspective, flexibility is key: the ability to work part-time, receive supplemental benefits like health or dental coverage, and access transportation support can all make a difference. Additionally, opportunities for mentorship and intergenerational connection within organizations can enhance a sense of purpose and community.

Looking ahead, Dr. Crittenden’s research is moving into its third year. The focus now is on retention: understanding not just what attracts older adults to these programs, but what keeps them in employment. She also highlighted that only about a third of partner organizations offer any training on age diversity, suggesting this is a crucial area for improvement.

Key Moments

00:00 Volunteering: A Path to Employment

04:31 Volunteering's Value in Job Seeking

09:41 Increasing Male Participation in Programs

13:34 Paraprofessional Pilot Programs for Adults

16:33 Motivations for Workforce Reentry

19:52 Aligning Volunteer Roles with Career Goals

23:00 Leadership's Role in Age Inclusivity

26:44 Flexible Work for Caregivers

29:22 Flexible Work and Benefits Prioritization

32:10 Part-Time Flexibility for Workforce Gaps

34:39 Motivation and Workforce Insights

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Recorded in Studio C at 511 Studios. A production of Circle 270 Media® Podcast Consultants.

Copyright 2026 Carol Ventresca and Brett Johnson

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