Resisting An Age Phobic Culture

Resisting An Age Phobic Culture

BLOGGER:   JESSE MENDES

There are some people in this world that approach every birthday in their later years with a sense of dread; an unwelcome, God-forsaken, doomsday event.

One of those people is my mother. Every year I try to remind her of the level of self possession and appreciation for life that she has now, that continues to grow as she gets older, and that she never had when she was young. Every year I point to her the strength, the beauty and the wisdom with which she perceives life now, that defines her day to day experience, and that only came with age. Every year, she admits I am right. My mother is an extraordinary woman with extraordinary depth, and a capacity for love and sheer delight that most people can only dream about. And yet despite her treasures; despite her sanctuary of a home and her beloved cat creatures and her rich social life and her back yard of magical forest fauna, every year, she fights me. Every year, as I implore her to remember who she is and how she inspires me, she clings to her disgust about age, insisting that I won’t understand until I reach her age.

Perhaps she is right. Except that I believe we all have, to some extent, a hand in how we experience, or respond to, the inevitabilities of life – and our emotional responses are shaped, in part, by our attitudes. And I don’t want to dread growing older. Maybe I can’t control that. Maybe there is some genetically-pre-disposed, universal experience to getting older that I’m oblivious to. Or maybe we’ve all been sold a bill of goods; an ideology so utterly devoid of virtue or any morsel of humanity – that to age is to become undesirable, impotent, irrelevant and disposable.

There it is. The elephant in the room. Well, hardly. Common attitudes about aging in North America are nothing short of pathological, and yet somehow, they make up most of the propaganda we all willingly participate in every day. My mother is one of many victims of a mass media marketing machine, peddling warped ideals of an age phobic culture. How will I fare? Will I succumb to mainstream dictum?

Not if I can help it.

Jesse Mendes is a writer, editor and journalist who is deeply committed to helping to change how older women are perceived in North America, and to dispeling the stigma around aging. Her blog can be found on the Blogroll on this web site, and on the link on her Twitter page, where she goes by the name SeptemberMay.

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7 Myths About Women Over 50

SEVEN MYTHS ABOUT WOMEN OVER FIFTY

BLOGGERS: Renee Fisher, Joyce Kramer, and Jean Peelen

We three women over fifty decided some years ago to change the conversation about aging and dispel myths about women over fifty. These myths may have had validity when none of us humans lived much past age fifty or sixty. Remember our grandmothers? They looked old at forty. They wore housedresses and sturdy shoes. Their lives were all about raising their children, and when that was done it seemed that at least in society’s eyes, their lives were done.

Today we women over fifty have changed considerably. Our average life span is eighty-plus years. We are out in the world, making art, saving villages, improving our communities, keeping up with runway fashions, and living our lives. Yet somehow, myths remain. Here are the ones we keep encountering.

1. Women over fifty don’t care what they look like.

Since two out of the three of us are planning to have our next round of cosmetic surgery, we take exception to this. We now remember with fondness that construction workers used to give us wolf-whistles. We thought it obnoxious then. We miss it now. Women like us drag ourselves to the gym, where we get to compete with twenty-somethings for parking spaces and treadmills. We take Yoga and Pilates, go on diets, run marathons, go on diets, dye our hair, go on diets, get contact lenses, go on diets. We care. A lot.

2. Women over fifty don’t like sex.

Since one of the three of us is married, this is a touchy subject. The answer is, just let a healthy, willing, attractive male show up in our vicinity and we will be ready. Or, if even two out of three of those categories show up, we will be ready. Actually, “willing” might make up for any other shortfalls, depending on how long it’s been. And just think, since we can’t get pregnant, we can just zip past the pregnancy prevention shelf at the drug store.

3. Women over fifty find menopause terrible and debilitating.

YES! Menopause is TERRIBLE and DEBILITATING. It ruins our lives. It is the worst thing that has ever been invented in the history of the universe. It is worse than diet ice cream. OK, now that we have acknowledged that, can we please move on? The fact is that two of us didn’t even notice menopause, except that we could also zip right past the sanitary products shelf too. So, menopause exists and we’ll have it for awhile, and then we’ll get over it.

4. Women over fifty can’t keep up with the times.

Interesting, since women over fifty are the fastest growing group on Facebook. We three have six computers among us. We have and use PDAs, GPSs, and iPods. We have almost outgrown email, and are Facebooking and twittering. And let’s face it: Without us, a lot of the Help Lines would go out of business. We may have grown up in the Stone Age, but we have managed to survive into the computer age.

5. Women over fifty miss our children and only want to be with our grandchildren.

We love and adore our children. We love and adore our grandchildren. That’s the only acceptable answer, isn’t it, since this will be in print? We love them the most when they don’t ask us to baby sit too much. But seriously, we can love them and still want a life. That’s the bottom line.

6. Women over fifty fear change.

That’s really funny, since virtually everything about us is changing. Body parts are moving to different locations or vacating entirely. Hair is now appearing in places it never was and disappearing from places it used to be. We could go on and on. So, we say we don’t fear change. We are, and have been, the movers and shakers of our lives. Go to any art class and see who is involved in creative pursuit. Go to yoga or meditation classes to see the same. Look at the women starting new careers, or the ones running for office. Check out writing classes, art appreciation classes, cooking classes. Look at who is doing work in developing countries, starting foundations, traveling the world, raising money for causes, marching for causes. Change? Bring it on! We are well-practiced, and good at it.

7. Women over fifty are counting the days until retirement.

We agree with this statement. No matter how much we love our careers, we are chomping at the bit to have the time to travel, to explore, to start new businesses, to enroll in college, to volunteer, to write books, to inspire our daughters’ and granddaughters’ generations with the unlimited possibility we have. We can’t wait to retire so we can see what’s next. We have lived only the first half of our lives and are anxious to see what we will create in the second half.

So, let us bury the useless, outworn myths along with all other outmoded notions of who we women are and what we are up to in our lives. We are here. We’re living, laughing, loving, and planning to be so for the next fifty years.

All of these myths and more are dispelled in our new book Saving the Best for Last: Creating Our Lives After 50. You can read more about us and our books at www.invisiblenomore.com

Renee Fisher is a Realtor and writer who lives in the Washington, DC area.  She is the co-author of two award-winning books about life after 50www.invisiblenomore.com and is the DC Boomer Humor columnist forexaminer.com DC-Boomer-Humor-Examiner.

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WHEN I AM 64 WILL I BE HAPPY? II

When I am 64 will I be happy? (Part 2)

BLOGGER:  PAUL GRIFFIN, PHD

Does happiness change with age? Although the difficulties of the aging process coupled with negative stereotypes about the elderly lead many to think that a decline in happiness is inevitable, in my first post I argued that some research contradicts this popular belief. A number of studies find that those who are 64 are more likely to report higher levels of happiness than those who are 34 or 44. These findings are revealing, and certainly they point to reasons why we should be somewhat optimistic about our “golden years.” But in this post I would like to add a note of caution. Although some have used these compelling findings to definitively conclude that happiness increases with age, I think this general conclusion is problematic for two primary reasons. After discussing these problems, I will try to keep the reader happy—especially the baby boomers–by nonetheless arguing that there are still considerable reasons to be optimistic about getting older, even if the future of aging presents a number of pressing issues for society as a whole.

The first problem with concluding that happiness increases with age is that findings on this subject vary according to how happiness is measured. This brings us to an issue that has perplexed greater thinkers throughout the ages: What is happiness? On the surface, this is a rather basic question that could be answered by most anyone. We have all experienced happiness, and, therefore, we all believe we know what it is. Yet because happiness is a subjective experience, a standard definition remains elusive. We all come to our own definitions of what happiness is, and subsequently use this definition to answer the question, Am I happy? Therefore, even with the understanding that people can be wrong about their own emotional states, most research on happiness is based on directly asking the people being studied to provide the answers themselves. The most basic way of doing this would be by asking a single global question like the following: “Taken all together, how would you say things are these days—would you say very happy, pretty happy, or not too happy.”

Some—particularly in psychology– approach the question of happiness a little deeper by more precisely trying to define the components of happiness. Since they often still take a subjective approach to answering the question, the term that is often used interchangeably with happiness is “subjective well-being” (SWB). Fancy terms for common words are often a part of academic disciplines, and it might be true that in many cases such substitutions are a way for people with PhDs to feel a wee bit smarter (and, thus, a bit happier). In this case, however, I think the use of the term SWB is way to arrive at a more precise definition of happiness. The three broad components that make up people who are high in SWB are characteristics typically associated with happiness: high life satisfaction, high positive affect (more likely to experience positive emotional states), and low negative affect (less likely to experience negative emotional states). Reliable multiple-item questionnaires have been created for all three components and used in hundreds of studies.

Now what is interesting is that when you take a close look at the research on aging and happiness, you find certain differences depending on how and what component of happiness/SWB is being measured. For instance, the single item question described above (“Taken all together..”) has been used in a number of large studies comparing thousands of people of different ages. Some research of this types indicates that happiness is high in people in young adulthood—in their 20s—and then shows a decline until one reaches their late 40s to early 50s, whereupon we once again see increases. Other research, using components of SWB, finds other results. For instance, considerable amount of research on life satisfaction does not often show the early dip in middle-age, but rather a gradual rise from individuals in their 30s to the early 70s. Also, research on negative affect often indicates significant declines in the experience of negative emotions as we move from young to older adulthood, but the research on positive affect is less conclusive, with some research indicating no change with age, other findings pointing to small increases, and yet other research finding gradual declines. Please note that even when these mixed results are considered, it still does not suggest that happiness is highest in young adulthood.

I will try to make sense of these discrepancies in a moment. But let’s take up the second problem, which is that a considerable amount of the age and happiness research is composed of populations that often do not include many people in their 80s and beyond. Not including such age groups might have made sense several decades ago, when they made up smaller amounts of the elderly population. But that is not the case today, and it is likely that “late life” for increasing number of people in the future will not mean late 60s or 70s, but the decades beyond. Therefore, this is an important population to consider, and when we begin to expand our research pool to include these age groups, the picture of happiness and aging becomes more complicated. For instance, while SWB research comparing samples of people in young adulthood and middle-age (30 to 50) to older adulthood (60 and 70s) often indicate higher SWB in the older populations, when we look at groups beyond their 70s, declines are more pronounced. My own longitudinal research with a sample of 1500 men found that while negative affect showed a significant decline between middle to older adulthood (from 40 to 70 years), these declines began to flatten when they reached their early 70s, and then the experience of negative emotions showed a gradual increase as men moved into their 80s. Therefore, while it is true that a number of studies do find increases in happiness with old age, many of these studies fail to define “old age” with individuals beyond their late 70s. Studies that do focus on the very old (>80) often find reductions in SWB with age.

What are we to make of all of these discrepancies? First, it seems that if we want to get a more defined picture of how happiness changes across the lifespan, we need to fully consider what aspects of happiness are being measured. When we consider the different components of SWB and how they show different changes across the lifespan, rather than think of these findings as inconsistencies we might instead want to consider how they reveal the different ways that aspects of the happy life manifest themselves across the lifespan. A more complete picture of happiness requires us to move away from a global and singular answer to this question. Different changes in different indicators of SWB might point to the varied ways we adjust to the aging process.

Second, recent research that finds declines in happiness in very late life make it clear that we should be careful about coming to any general conclusions about the direction of SWB across the lifespan. Although it is now more common to find headlines—in both academic and popular outlets—claiming that happiness is highest in later life, I think this optimistic picture of aging is incomplete. Yes, there is considerable amount of research that indicates that people are quite happy at 64, but we know considerably less about this question when we ask those who are 84. And while 64 years of age might have once produced the iconic image of the later years of life in a song written several decades ago, this picture of late life has shifted and thus must our conceptions of what it means to get old. Recent research indicating declines in happiness in the very old (>80 years) should be reason for concern. They probably point to the many stressors of the aging process as increasing difficulties accumulate.

Yet before you say I don’t want to be 80, consider a couple of points. Several longitudinal studies on SWB find a significant degree of variability in how people change across the lifespan, even in these later years. This is another way of saying that while a considerable number of people might show decreases in happiness in very late adulthood, a considerable number do not. Yes, people are still flourishing, even in their 80s and 90s. Why? What predicts differences in the ways we cope with the aging process? This is an essential question that I will address in a future post. The important point to consider now is that there is no reason to believe that such declines are inevitable. This leads me to my next point, which is that not so long ago our perceptions of aging and what was to be expected of those in later life were considerably different from today. Ageism and common negative stereotypes of the elderly remain, but consider the more sedentary lives of those in their 60s and 70s a half century ago, and compare that with the active lifestyle many in this same age group are practicing today. This profound cultural shift can be attributed to a variety of factors, including greater amounts of social capital, better health, and expanded life expectancies.

One of the most influential researchers in gerontology and positive aging, Paul Baltes, once wrote, “The greatest invention of the 20^th century is old age.” In saying this, Baltes was saying how none of the changes we described were inevitable. If people live longer and in some cases better at later ages, it is because of the significant contributions made by society to cause these changes. But Baltes’ comment also points to the tremendous strain that such an invention places on society and individuals. If getting older is to continue to mean getting better for a significant portion of the population, it will also require considerable effort and sacrifice. When you consider that whatever the age of the person reading this post, it is now more likely than ever before in human history that he or she will spend more years at advanced ages of life, such commitment and sacrifice will be an essential part of ensuring a happy populace now and in the future.

To find out more about Dr. Griffin, click his photo below.  All links for Dr. Griffin will be listed below his bio.

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Life’s Little Changes - THE FAT VS. MUSCLE FACTOR

Life’s Little Changes – The Fat vs Muscle Factor

BLOGGER:  JULIE WEBSTER

It is a known fact that as we age our bodies change.  Starting around the age of 45 we start to lose muscle mass at a rate of approximately 1% per year.  Although this doesn’t sound like a big deal, it really is.  The reason being is because at the same time our bodies are starting to lose muscle mass, most people are starting to gain weight.  The average American gains 1-2 pounds of weight per year as they age.  Again that doesn’t sound like a lot but if you average that over 10 years, you have gained 15 pounds!

Let’s look at that.  Muscle is about 18% denser than fat.  In other words, think about weight verses volume.  A pound is a pound but the amount of space one takes up verses the other is the key factor.  For an extreme example think about the weight of one pound of feathers verses one pound of brick.  Since the brick is so much denser, it would take up much less space than one pound of feathers would.  You get the point?

So, if muscle is 18% denser than fat and we are losing mass yet gaining weight what do you think we really gaining?  Fat, of course.  Our bodies are either staying the same size or, in many cases getting physically bigger.  Consequently our ratio of muscle to fat is changing dramatically.

Less muscle means less strength thus decreasing our ability to do even the little things.  I met a woman who could no longer carry her own groceries into the house because they had become too heavy and she was not very old!  Verses the woman who still lifts weights at 68 years old, looks fabulous and carries just about anything and everything she wants.  Big difference.  This doesn’t even address the bigger picture of doing the fun things.  I have a 77 year old friend that plays tennis like no body’s business.  She competed in a league a few weeks ago, played for 3 hours to win the overall competition, and she was playing against women in their 50’s.  Now that’s living!

A decrease in muscle mass does not only equate to less strength.  With less muscle, a decrease in bone density rises thus leading to the potential for osteoporosis.  In addition studies have shown that an increase in strength can:

·       Result in a decrease in arthritic pain

·       Improve balance and flexibility

·       Assist in balancing blood glucose levels

·       Have a positive impact on our emotional being

·       Strengthen the heart

·       And much more

So let us start by figuring out our own ratio of body fat to lean muscle.  There is a means of measuring this called the Body Mass Index or BMI.  BMI is a comparison of your height to weight.  This formula is being used more and more in the medical field and yet it is not necessarily an accurate way to measure body fat, in my opinion.  Take the individual who is very muscular and consequently quite lean.  They will come up on the BMI chart as having too high of a body mass index for their size.  Again this is because of the fact that muscle is so much more dense than fat.  A very small person, with a body fat of say 15%, will appear fat on with this measurement.  Or the body builder that is 5’6” and weighs 240 pounds.  His body fat may be around 12% and yet on a BMI chart he will show up obese.

A better way to determine the ratio is through actual measurement of body fat.  This can be done at a gym by using calibrators where skin is lifted from the muscle and measured on various parts of the body.  It can also be done in a pool by measuring how fast you sink; supposedly a better way and yet not too easily found.  For those of you that don’t have access to these kinds of measurements, I did find a source online that seems pretty accurate.  Simply go here to take that test:  http://www.healthcentral.com/cholesterol/home-body-fat-test-2774-143.html

Once you have this information you have the power to change it.  Rather than think, ‘I’m doomed!’ it is time to think positive.   It means you have an opportunity to make changes that can have an incredible impact on your health, your future and how to enjoy the balance of your life.  An Encore Life.  How great is that?

As time goes on and the kids are grown, there is more time to focus on ourselves separately and together with our partners.  It is a time to engage in new endeavors.  To think outside the box.  To explore things that we might have thought about in the past but just didn’t have the time to try.  It is time for an even better life!

Building muscle requires resistance.  When a muscle is challenged physically it puts stress on the bone.  The bone in response creates additional osteoblasts or cells that produce more bone.  The process is known as the piezoelectric effect.  Greater stress = more cell production=denser bones.  And, as mentioned, this is an excellent way to prevent osteoporosis.

Not only will that additional muscle strengthen your bones but it will increase your basal metabolic rate or BMR.  This is the basic amount of energy needed per day to function.  Additional muscle mass = higher BMR = additional calories burned.  Therefore a person with a higher ratio of muscle to fat can and actually needs to eat more.  Now isn’t that a great thing!  Of course what we eat is important as well.  To create these positive changes requires a blend of exercise and diet but for the purpose of this article let us focus on the exercise portion.  The diet will be addressed in a future article.

For now, let us take a look at the ways in which we can increase our muscle mass.  Of course there is the obvious – going to the gym to lift weights.  This is a great way and works fantastically for some.  For others this sounds like a death sentence!  Here are some additional ideas that can be really fun, give you a cardiovascular workout as well and offer resistance training:

·       Hiking up and down hills (my personal favorite).  Although this doesn’t address the upper body it is great for your legs and hips.  You would need to supplement with some upper body training.

·       Rowing.  This fun sport actually uses both your upper body and (to my surprise) a great deal of legs.  Overall it can really offer resistance as well as cardiovascular fitness.

·       Yoga can be a good form of resistance training, especially the more aggressive types such as Ashtanga Yoga.

·       Taking classes such as certain forms of dance, boot camps and so forth.

·       Kayaking.  This is more for building upper body strength but it is fast-paced and fun!

·       Rock Climbing.  Now this one might really take you to a new place!

·       Even the Wii Fit can offer those that want to stay inside a great workout.

These are just some ideas.  Play around with different types of activities that you enjoy and see if it fits into a strength or resistance training category.  Do not buy into the, ‘well I’m getting older…’ mentality.  Step out and up and make tomorrow even better than today!  You will be amazed at just how much you can change your body and fitness level!  We are only limited by our imagination so be creative, build muscle and head towards a more dynamic, healthy future!

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WHY I LIKE WORKING WITH OLDER PEOPLE

Why I like Working with Older People

BLOGGER: LAURA TRAYOR

My boss is a 74-year old woman who is by far, the best manager I’ve had in my 20+ year career.  She’s curious, energetic, charismatic and above all, connected.  She’s the antithesis to prevailing aging stereotypes that depict older workers as those who tire too easily, get sick often, or are just too rigid or slow for a fast paced workplace.

Not only is my boss an older person, but so too are most of the people I routinely work with.  They’re all 50+ and many are in their 60s and 70s.  I consider myself fortunate to work with such an interesting and inspiring group of people, which is why I’m always perplexed when I read about the difficulties older people face when looking for a new job or re-entering the workforce.  I recently came across a press release from the US Equal Employment Opportunity Commission (EEOC) that featured findings from a public hearing on developments (widespread layoffs, threats to benefits) under the Age Discrimination in Employment Act.  Expert panelists testified about “conscious and unconscious aging stereotypes” that cause employers to undervalue the contributions older workers make to their organization.  Moreover, because of these stereotypes, older workers are targeted disproportionately during workforce reductions. (http://www.eeoc.gov/press/7-15-09.html.).

I think hiring and HR managers have it all wrong.  There’s a lot to be said for the experience that comes from lives lived.  Like the following:

• High powered connections – my boss can pick up the phone and reach government officials or executives at leading health care organizations;
• Appreciation that time is an important commodity that should not be wasted in meaningless meetings;
• Willingness to take risks because they can handle rejection and are past caring about what other people think (did you know over the past decade or so, the highest rate of entrepreneurial activity is among those 50+?  Check out this report: http://www.globalaging.org/health/us/2009/entrepreneurship.pdf);
• Ability to follow through on their word – older workers are incredibly dependable;
• Perspective – will the world really come to an end if you miss a deadline?

So my advice to any hiring managers reading this blog is to think twice the next time a “seasoned” resume or older job applicant comes your way.  Cast aside those ageist stereotypes and focus instead on the valuable skills and experience this person can bring to both your organization – and your life.

Laura Traynor is a project manager with The Transition Network, a growing non-profit organization for women 50+.  Together with her boss, Charlotte Frank, she manages the Caring Collaborative, an innovative program of strategic assistance offered by friends and neighbors to help women effectively handle emerging health issues ( www.ttncaringcollaborative.org ).

To find out more about Laura and the ImagineAge bloggers, click her photo.

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Palliative Care

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Dr. Tom Caprio, a geriatrician, talks about Palliative Care.  Find out what Palliative Care is and what Palliative care isn’t.  Questions and comments are encouraged, so don’t be shy.  If there is something about Palliative Care you’d like to know about, leave a comment for Dr. Caprio.

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NOW THAT I AM ALMOST 64

Now that I am almost 64, who will meet my needs when I am 84?

BLOGGER: DEBBIE HEISER

AUTHORS:

Deborah Heiser, Judith L. Howe, Robert Maiden, Beverly Horowitz, Pat Brownell

When you think of growing older, what comes to mind?  Fun, family, golf, workforce issues…?  Workforce issues?  Yes, workforce issues.  Believe it or not, we need to pay very close attention to them.  Each day 8,000 baby boomers turn 60.   In 2011, 78 million baby boomers will begin to turn 65. The Bureau of Labor Statistics (2005) estimates the demand for employment in aging will increase 26% over the next few years – particularly in health related jobs.  All the while, those 85 years and older are the fastest growing segment in the U.S. population.  This age group is expected to double in 2030 to 9.6 million and to double again by 2050.

Unfortunately, there is a down side to all of this longevity.  There is a HUGE need for a trained workforce to serve the aging.  According to Boxer and Collins (20007), 8 out of 10 older adults have at least one chronic illness and, of those, about 2/3 have multiple chronic conditions that require complex treatment and coordinated care.  Maiden, Chireac, and Maiden (2002) found that 50% of people requiring in-home care are 85 but older-family members find it difficult to secure, manage, maintain, and pay for adequate in-home assistance.  To met the demand, we need 36,000 certified geriatricians; we only have 7,128 in the U.S.  Despite the demand, and the increase in demand, the supply of in-home workers remains very low and is expected to remain low.  Even those who are available receive very little training and are then asked to perform functions they are not adequately trained for (Maiden & Maiden, 2004). Only 5% of social workers are trained in aging issues and only 3% of advance practice nurses specialize in aging.  “Besides being inadequately prepared in geriatrics, the current workforce is not large enough to meet older patents’ needs. and the scarcity of workers specializing in the care of older adults is even more pronounced” (Institute of Medicine, 2007, p. 5).

To determine what was going on in education, Dr. John Krout, a professor in New York State and a Past President of the State Society on Aging of New York, recommended taking a look at the New York State Institutions of Higher Learning.  Based on this recommendation, an inventory of all schools within the state was conducted.  The findings were astonishing!

Of 242 schools in higher learning:

Note  ***Only one school, now defunct, offered a PhD.

The State Society on Aging of New York (SSA) and The State Office on Aging of New York (NYSOFA) teamed up in 2007to create the Workforce Project charged with understanding training needs in the State of New York. The SSA and NYSOFA conducted a series of 8 Listening Sessions across the State.  The notes taken during each of the Listening Sessions were compiled and a content analysis was conducted to systematically identify key words and phrases used at each Session to determine important structures and themes.  The results are based on ratings provided by three independent coders who identified and tallied themes discussed at each of the Listening Sessions.

A total frequency and percent of discussion associated with each key topic was determined for each of the seven major discussion questions that framed the Listening Sessions.

The 7 Questions asked at each of the 8 Listening Sessions were:

Question 1:
Do you see a need for more education about aging staff in your organization?

Question 2:
On what topic would you like to see more education?

Question 3:
How should training / educational opportunities be presented?

Question 4:
What credentialing and certification should be considered?

Question 5:
Should gerontology be infused into college curricula?  Across disciplines?

Question 6:
What is the ability of organizations to support education/training for employees

Question 7:
Other comments

The Top 10 Key Findings were:

žThe findings from the Listening Sessions, as described in the Content Analysis show that a variety of issues were brought up.  Some were brought up only once, and some several times.

The organizations collaborated again at the SSA’s Annual Conference in 2008 to discuss the findings and “next steps” with 120 conference participants.  The participants completed questionnaires.  Notes were taken and were reviewed for key themes with regard to the four workforce training and education questions posed to the group. The results are broken down by question:

Question 1:
What do you think are good next steps we can take?

The overarching theme for this question was education. Forty seven percent (47%) of the responses and notes highlighted the need for education from k-12 and.  Additionally, they recommended educating college students earlier in their undergraduate education, and employing online education.  Other responses with suggested sensitivity training for gay/lesbian issues in training aides, elder abuse training, expanding nursing programs, fully funding GECs, emphasizing Geriatrics as a career, exposing teachers to SSA and Teach for America, and grassroots efforts.

Question 2:
Of the top 10 key issues identified, what do you see as the most important to focus on?

There were three distinct themes for this question.  Thirty nine percent (39%) of the responses advocated education, 39% training, and 22% financial aide and incentives.  With regard to education, the responses were: education for k-12 and all curriculum, college students receiving education earlier in their undergrad education, and online education.  Training responses were: aide training, caregiver training, and work-site training and mentoring.   Financial aide and incentives were not broken down further.

Question 3:
How can we – area agencies, academics, practitioners, and government – work together to move workforce education and training issues forward?

There were two distinct themes for this question with 42% of the responses advocating financial solutions (financial aide and incentives, support the Boxer Bill, and fully fund GECs) and 31% supporting increased education (education – k-12 and all curriculum, online education, and pilot curriculum programs for secondary education

Question 4:
Can you think of any other incentives for promoting education and training in aging?

Nearly 67% responded that there was a need for community service for high school students; approximately 33% responded that there is a need for increased payments and reimbursement for medical and social services.

Recommendations coming out of the Next Steps, SSA conference, mirrored the listening sessions.  They focused on education (k-12 in particular, and online training).  Responses for education were addressed in questions 1-3, and for two of the three questions, was a top response.

NowWhat?

We must now move toward addressing the issues brought up by New Yorkers as key workforce issues.

Let us know what you think!  Leave a comment below!

To read the full report published in 2008 by NYSOFA, please go to the State Office of Aging of New York Website: http://www.aging.ny.gov/ReportsAndData/WorkforceEducation/Introduction.cfm

To read this article on the SSA website, please go to: www.ssany.org

To become a member of the State Society on Aging of New York, please go to: www.ssany.org

To find out more about Dr. Heiser, click the photo below:

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State Society on Aging of New York

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Tom Caprio, MD is the 2009 President of the State Society on Aging of New York (SSA).  To find out more about SSA or to join, click the link www.ssany.org

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ABUSE AND AGISM IN THE WORKPLACE

ABUSE AND AGISM IN THE WORKPLACE

BLOGGER: MEBANE POWELL, MSW

When you hear the term abuse, what pops into your mind?  I bet that if I could talk to you directly, you would most likely think of abuse as something that occurs at home between partners, against children and against the elderly.  Similarly, if I were to ask you do we live in an ageist society, I would wager that most of you would say yes.  However, I would wager that few of you reading this thought about abuse and ageism as occurring in the workplace.  I recently participated on a panel at the United Nations NonGovernmental Organization Committee on Aging meeting and I’d like to share some of my speaking points.

It is well recognized that the aging population is facing enormous challenges in the workplace, during economic times that some would call a perfect storm for ageism and abuse in the workplace.  In his book The Longevity Revolution: The Benefits and Challenges of Living a Long Life, Dr. Robert N. Butler notes that “Ageism is a form of systemic stereotyping and discrimination against people simply because they are old” (p.40).   However, mistreatment of older people is often not recognized as abuse when it occurs in the workplace.

The Madrid International Plan of Action on Ageing does address the rights of older people to serve as productive citizens and have their skills and abilities recognized and appreciated in both paid and civic engagement long after they turn 60 years of age. I urge everyone who is reading this to think of the issue around ageism and abuse in the workplace as a human rights issue.   

I am often reminded of a quote regarding who and/or what determines which social problems should be addressed by policy; the quote is as follows: “Social ethics and political forces are intimately tied together, especially in terms of WHICH social problems to address, HOW to address them, and weather or not the disproportionate risk certain groups face is of paramount concern in the world of program implementation and practice” [Social Policy Analysis and Practice – Meenaghan, Kilty, Mcnutt]. 

Fortunately, the formation of policy to address the issue of bullying in the workplace as a social problem is occurring, and gaining strength.  However, we (professionals, practitioners, advocates, and students) all have a responsibility to be aware of the need for the creation of policy that includes workplace education, organizational behavior, and the interplay between the individual and the organizational environment. 

Research into the issue is needed in order to support and provide evidence for policy advocates.  As I’ve told my students, research can be likened to creating a great symphony.  Each section is in charge of carrying out their piece of music, each section supports the others, and each section has a chance to take the lead.  In other words, research should not happen in a vacuum, all professions should work with each other, psychologists, social workers, economist, and public health professionals, must all play their part. 

That being said, we are at a time where the coming together of professions is of utmost importance in order to answer the question: “What are the next logical and most productive steps research can take to provide outcomes and input into policy implementation and practice?”

In a presentation about psychological abuse in the workplace by Dr. Shah, two key points were raised.  First, a legal definition of bullying would help employers develop policies – rules and regulations alone will not solve the problem.  Second, In order to provide an effective strategy for combating ageism and abuse, we must also include education, conflict resolution mechanisms, and a commitment from employers that is based on good business practice.

However, there are also other issues to consider in terms of future research and policy formation that I would like to share with you, they are:

o   The need for a clear and concise definition of abuse in the workplace in order for researchers and organizations to address the issue and to be able to measure the impact of policy implementation and outcomes (Does the implementation of a policy decrease the abuse?).

o   What types of abuse are occurring in the workplace and how are workers defining abuse in the workplace?  Is there consistency in the definition across industries?  More importantly, how do we begin to measure ageism and abuse in the workplace? 

o   In terms of organizations, are there certain organizational structures that promote or prevent abuse and ageism from occurring? Or is it the culture of the organization that plays a larger role and is the key to prevention and/or promotion of abuse and ageism? 

o   Have prior discrimination policies been evaluated regarding the ability to implement policies within organizations?  What were the challenges to implementing these policies and how can we use this information to increase the success of implementing policies regarding ageism and abuse in the workplace?

In conclusion, I want to remind everyone when investigating the issue around ageism and abuse in the workplace, to use the international human rights frame to guide us in future policy, practice, and research.   Thank you! 

What are your thoughts?

Mebane E. Powell is a doctoral student at Fordham University, Graduate School of Social Service.  She has a Masters Degree in Social Work with a concentration in Research from Fordham University and a BA in Psychology from the University of North Carolina at Wilmington.  Ms. Powell has worked in the field of psychosocial research since 2000, focusing on elder abuse as well as vision loss in the aging population. 

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IMAGINE THE POSSIBILITIES

Imagine the Possibilities

BLOGGER:  LAURA TRAYNOR

Starting next year, the first wave of America’s 80 million baby boomers will turn 65.  Think about it, 80 million new customers for the field/industry of aging.  That’s a huge number!  And this is a major demographic revolution, not some fly by night trend.  Since there’s a big age range between the youngest and oldest baby boomers (19 years), this will be a period of sustained change.  If you like to be inventive or entrepreneurial (and I do), here’s an expansive field that is wide open!

I work in the field of aging and think it’s one of the most exiting places to be.  To me, aging is a new frontier – for the first time in our country’s history, more people are living longer than ever before.  Older people today are our pioneers – forging ahead into unchartered territories and creating a host of opportunities along the way.  I’m eager to forge ahead and excited to help shape the future of the industry, for with luck we shall all reach this demographic one day!

Think about it.  How will baby boomers live?  Where will they live?  What will they wear?  What will they consume?  What new products will they demand?  Will they have more time in the work force or more leisure?  One thing’s for sure – baby boomers will be a different generation of older adults, requiring new and different approaches to living out their extra years.  There will be a huge demand for new products and services.  New jobs that have yet to be imagined.  And new policies that address the challenges and opportunities brought about by a rapidly aging society. 

I’m currently working as a program manager for a growing non-profit organization that is looking at a big policy issue – how are we going to care for this growing population of older adults?  Right now, there’s a critical shortage of professional caregivers and families are fragmented and/or stretched to the max.  This project, developed by members of The Transition Network (www.thetransitionnetwork.org), taps into the human and social capital that resides within their community to help each other through temporary periods of illness and disability.  It increases the pool of caregivers by extending this role to informal communities – where networks and friendships are already in place.  

This is just one example of some of the exciting work that’s going on in aging.  Unfortunately, when it comes to aging, you’re likely to hear more gloom and doom than then its upside.  That’s why I got involved in ImagineAge.  To add a bit of imagination, sparkle and pizzazz to a field that has a bad rap.  If you have specific questions or topics you want covered, please let me know.  If you are in school and curious what options the field might hold for you, send me a note!  If your job on Wall Street disappeared before you even started it, I’d be happy to tell you about some of the exciting options in the field of aging.

In upcoming blogs, I’ll be sharing some fresh approaches, innovative ideas and interesting people that I hope will inspire you to imagine a new age!  Stay tuned……

In the meantime, if you have anything you’d like to share, leave a comment.  We’d love to know about ideas you have! 

 To find out more about Laura, click here to read her bio.

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