STRATEGIES COMMUNITY COLLEGES USE TO IMPROVE LABOR MARKET OUTCOMES FOR OLDER WORKERS: BARRIERS AND OPPORTUNITIES

Abstract

Although older workers (age 40+) comprise a significant portion of the labor force in the U.S., less educated older adults face challenges in staying competitive in the labor market or remaining in the workforce at all. In an era of new technologies and globalization, there is an increased need for occupational training, retraining, and continuing education of older workers. Community colleges are important sources of such training, yet little research has been conducted to identify barriers and opportunities for workforce development. This qualitative study, one component of a mixed-methods study funded by the U.S. Institute of Education Sciences, examines challenges and strategies of Ohio’s 23 community colleges to train or retrain older workers. We conducted student and faculty focus groups (12 student groups, n=69; 3 faculty groups, n=14), and 20 key informant interviews with administrators at three community colleges; at 19 of the remaining colleges we conducted key informant interviews. Some of the barriers that older students face include: skills obsolescence; inadequate interviewing and resume writing skills; poor knowledge of digital technology; and lack of confidence. Community colleges’ workforce development strategies include internships, incumbent worker training, early response to industry layoffs, industry-college collaborative program design and partnerships with government agencies. Implications are informed by state pressures to increase the education of the workforce overall; increase college enrollments; and increase degree/credential completion rates. Initiatives with a specific focus on students 40+ are needed.