Returning to Work After 50

 When I left the news business, I was in my late forties. Now that I'm over 60  I see that so much has changed and I am having to learn how to adapt. I chose not to return to my chosen career of "established media" because, quite frankly, I no longer had the stomach for "breaking news" that starts out with A LOT of half-truths and stations always trying to out do the competition. Furthermore, I was no longer interested in going toe-to-toe with younger, less-talented journalists who always seem to have the advantage because of their "blondeness" and desire to work no matter how little the pay.

These days I'm working part-time as a Writing Tutor for college students.  While I absolutely LOVE what I do, the challenge is dealing with young people who come to the table thinking they know as much as you and don't particularly like being told their writing needs drastic improvement.   As I travel through this leg of my journey I am learning a lot about getting back in the game even on a part-time basis. 

Here are some things for you to consider if you are thinking about returning to the job market:

HAVE A CLEAR OBJECTIVE: Know why you are returning to the workforce. To make ends meet is one thing but you should also be thinking about what you would like to accomplish while in your position. Just going through the motions of working from 9 to 5 (or whenever) will ultimately make you unhappy and could lead to your untimely termination. 

Once I was hired for the position I'm in, I decided to set a goal and am now striving towards it. 

Understand this: THE JOB MARKET HAS CHANGED: Not only are many of the employees half our age, but some of them may end up being our supervisors. I've been in that situation.  Some of my previous managers were just a few years older than my 31-year-old daughter and, honestly, it was hard to appreciate and see them as my superiors but THEY WERE and if I was going to succeed I was going to have to accept that fact and act accordingly.

HAVE SOME MARKETABLE SKILLS!:  Just because you spent 20-30 years with one Company and worked your way up to middle-management doesn't mean you are qualified for any available job.  As I said before, the market has changed and you will have to learn to adapt to the times.  Since the pandemic, more employers are looking to hire remotely.  That means you will need to be up to speed on how to deal with technology and be able to troubleshoot any technical problems that may arise because, trust me, trouble will happen! 

ACQUIRE NEW SKILLS:  If you see a job that captures your interest and you know you don't have the necessary skill requirements, find a course at your local community college to help you obtain the skillset necessary.  If you have children or grandchildren who are tech savvy, don't be afraid to ask them.  I'm always my grandson how to do something because I know he knows and he gets a kick out of helping his grandma.

LEARN TO BE HUMBLE: I've always been a take charge person so it isn't easy for me to sit back in a subservient role as I am currently having to do. Quite frankly, humility as an employee is something I'm still working on but I do keep my devotional reading with me at all times to remind me of WHOSE I am so I don't get it twisted and end up saying things I will live to regret. 

If you have aspirations beyond the job, you will have to learn to swallow your pride, know-how and "I can do it better than you!" attitude sometimes for the greater good. 

BE WILLING TO ACCEPT LESS MONEY: The job market today is what I call an "employers' market." They can get away with paying less money for employees because the market is saturated with young, hungry professionals who just want to get a foot in the door so they can begin to navigate their way throughout the company. For many baby boomers, like myself, we have been accustomed to the nice, comfortable salaries that afforded us the opportunities to have beautiful homes, a sizable bank account and take fabulous vacations. That is no longer the case. You must be willing to accept the going rate but I would caution you to NEVER accept minimum wage because it devalues your skills and abilities---especially if you have 20 to 30 years of talent and skills to bring to the table. 

GET A SIDE HUSTLE:  This may not be for everyone but if you are thinking about retirement (and you definitely should be!), then you should look for a gig that can pay you some extra cash.  I recommend checking out Fiverr and see how you can put some of your "other skills" to use.  

HAVE A CLEAR EXIT PLAN: Going back to work is serious business for those of us who are more mature than the average employee. Know why you are returning and have a plan for an exit. Working indefinitely without a plan or purpose only leads to frustration.

The South Offers More than a Place to Retire for Baby Boomers

What do Abilene, TX, Asheville, NC, Athens, GA, Blacksburg, VA and Cape Coral, FL all have in common?  Forbes has named these cities among the Top Ten Best Places to Retire in 2015.  And, in case you don't now your geography, all of these cities are located in the South.

But there's even more good news about the South according to the results of a newly released Harris Poll. More people below the Mason-Dixon line have a positive attitude about the future of the job market.

Here's how it breaks down according to the Harris Poll:

·  Positive attitudes toward regional job markets are strongest in the South and the West (34% each, vs. 29% in the Midwest and 23% in the East).

·  Easterners are the most pessimistic about the job market in their region, with 46% describing it as bad (vs. 38% each in the Midwest and South, and 33% in the West).

Additionally, men (35%) are more likely than women (27%) to rate the job market in their region positively.

Millennials are more likely than their elders to anticipate that the job market will improve in their region (31%, vs. 24% Gen Xers, 22% baby Boomers and 25% Matures).

Meanwhile, according to figures released by the Bureau of Labor Statistics earlier this year, the African American unemployment rate was 10.4 percent, compared to the white unemployment rate of 4.7 percent and national average of 5.5 percent.

  

Be Prepared for Discrimination in the Workplace after 50

Several months before I decided to leave television news for good in 2006, I was passed over for a promotion by a woman nearly half my age. She became my boss. Although she was physically attractive, she left much to be desired mentally. She constantly sought help from her subordinates who, because they were hot-blooded males, were more than happy to oblige. I, on the other hand, wasn't into information sharing. I figured if she was getting paid double my salary to do what I had already been doing, then she needed to figure out on her own how to do her job.

What happened to me is indicative of what is happening to many of my fellow baby boomer buddies in the workplace today. We are being shoved aside for younger, but not necessarily brighter, employees. It's a disturbing trend that is bound to make matters worse as businesses look for cheaper way to run their operations.

Corporate America must take some of the responsibility for pitting the young against the old. Many companies don't want to pay for experience. They would rather hire someone with the ability to do the job for less money than pay top dollar to a more experienced older employee. Some businesses aren't as interested in quality as they are in the bottom line: PROFIT.

Young people, eager to get a foot in the door, often times will accept less money and learn just enough to move on. What some businesses fail to realize is knowledge and years of experience go a long way in keeping them from making the same mistakes over and over again.

According to a researcher from the Center for Retirement Research at Boston College, potential employers are more likely to discriminate against older workers. Johanna Lahey sent out 4,000 resumes, of people between the ages of 35 and 62, to firms in Boston, MA and St. Petersburg, FL. Her findings indicated younger workers were 40 percent more likely to be called back for an interview than an older worker, defined as 50 years and older. Furthermore, she cited the top ten reasons why employers said OTHER employers might be reluctant to hire older workers:

1) Shorter career potential
2) Lack of energy
3) Cost of health and life insurance and pensions
4) Less flexible/adaptable
5) Higher salary expectations
6) Health risks/absences
7) Knowledge and skills obsolescence
8) Block career path of younger workers
9) Suspicion about competence
10) Fear of discrimination lawsuit


The truth of the matter is baby boomers are living longer, healthier lives and need to make ends meet just like their younger counterparts. Corporate America must be willing to recognize the pool of talented applicants no matter who old they are.

As a boomer who has returned to the workforce, it'll be interesting to see how this all plays out...AGAIN.

In case you're wondering what ever happened with my younger boss…well, after I left the company, she decided she wanted to be a stay at home mom.

Returning to Work After 50

In September of this year, I made a tough decision to return to corporate America after a seven year hiatus since trying to make it as an entrepreneur didn't quite turn out like I hoped it would.

When I left the news business I was in my late forties. Now that I'm four years shy of 60, I see that so much has changed and I am having to learn how to adapt. I chose not to return to my chosen career of "established media" because, quite frankly, I no longer have the stomach for "breaking news" that starts out with A LOT of half-truths and stations always trying to out do the competition. Furthermore, I was no longer interested in going toe-to-toe with younger, less-talented journalists who always seem to have the advantage because of their "blondeness" and desire to work no matter how little the pay.

I prefer not to say where I'm employed but I will tell you it is a position that is totally out of my comfort zone. As I travel through this leg of my journey I am learning a lot about getting back in the game.

Here are some things for you to consider if you are considering returning to the workforce:

HAVE A CLEAR OBJECTIVE: Know why you are returning to the workforce. To make ends meet is one thing but you should also be thinking about what you would like to accomplish while in your position. Just going through the motions of working from 9 to 5 (or whenever) will ultimately make you unhappy and could lead to your untimely termination.

Once I was hired for the position I'm in, I decided to set a goal and am now striving towards it.

Understand this: THE JOB MARKET HAS CHANGED: Not only are many of the employees half our age, but some of them may end up being our supervisors. That is the situation I am currently in. My managers are just a few years older than my 24-year-old daughter and, honestly, it is hard to appreciate and to see them as my superiors but THEY ARE and if I am going to succeed I am going to have to accept that fact and act accordingly.

LEARN TO BE HUMBLE: I've always been a take charge person so it isn't easy for me to sit back in a subservient role as I am currently having to do. Quite frankly, humility as an employee is something I'm still working on but I do keep my devotional reading with me at all times to remind me of WHOSE I am so I don't get it twisted and end up saying things I will live to regret.

If you have aspirations beyond the job, you will have to learn to swallow your pride, know-how and "I can do it better than you!" attitude sometimes for the greater good.

BE WILLING TO ACCEPT LESS MONEY: The job market today is what I call an "employers' market." They can get away with paying less money for employees because the market is saturated with young, hungry professionals who just want to get a foot in the door so they can begin to navigate their way throughout the company. For many baby boomers, like myself, we have been accustomed to the nice, comfortable salaries that afforded us the opportunities to have beautiful homes, a sizable bank account and take fabulous vacations. That is no longer the case. You must be willing to accept the going rate but I would caution you to NEVER accept minimum wage because it devalues your skills and abilities---especially if you have 20 to 30 years of talent and skills to bring to the table.


HAVE A CLEAR EXIT PLAN: Going back to work is serious business for those of us who are more mature than the average employee. Know why you are returning and have a plan for an exit. Working indefinitely without a plan or purpose only leads to frustration.

In my next post, I'l talk about what it's like to work for younger bosses and how you can use the experience to your advantage.

African American Baby Boomers and the American Dream

If there are more than nine million black baby boomers according to the 2004 US Census, why are there only a little more than two hundred thousand of us making $100,000 or more? Maybe it’s because we were never meant to live the American Dream.

More than forty years after the end of the baby boom, black Americans born between 1946 and 1964 "are no better off relative to whites than their parents and grandparents" were in terms of income, according to a Duke University study. Black baby boomers have not closed the income gap, even though they were the first generation to come of age after the civil rights era, the researchers said.

The Duke study correlates with statistical information recently released by Nextmark.com (www.nextmark.com); a company that collects data to be used for mailing lists. According to the 2004 US Census, even though California is the largest state in the US, it ranks sixth when it comes to the number of blacks making at least $100,000, according to the Nextmark data. New York may have the largest black population overall but it ranks a distant second when it comes to the number of blacks making at least $100,000.

Maryland, meanwhile, holds the distinguished honor of being the state that tops the list of blacks making at least $100,000. Interestingly, Maryland is the 19th largest state. Out of 1.4 million blacks, there are a little more than 32,000 who earn at least $100,000. On the other hand, New York’s black population is just over three million but only 18,500 thousand blacks are reporting a six figure income.

Here are the states in order of blacks making at least $100,000:
1) Maryland 32,189; 2) New York 18,533; 3) Texas 12,098; 4) Georgia 11,429 (tie); Illinois 11,429 (tie); 5) Michigan 10,546; 6) California 10,511; 7) North Carolina 8,704; 8) Florida 8,226; 9 ) Virginia 7,908; 10) New Jersey 6,778.

Another interesting statistic is the fact that although Ohio is the seventh largest state, it barely cracks the top twenty with blacks making six figures. It falls behind states like Alabama, Louisiana, Mississippi, Tennessee and South Carolina. African Americans have made their way more into the middle class than before," said Duke sociology professor Mary Elizabeth Hughes, "but when you look across the board, you don't see the type of equality Americans would like to see. It suggests there are very deep root causes here, not one-answer causes."

Could that deep rooted cause be something called institutionalized racism? Remember, many black baby boomers grew up in a separate but so-called equal society filled with unequal education and unequal access. Then integration came along. But how much really changed? You do the math.


Sources for this story: www.census.gov and www.nextmark.com

Baby Boomers are Getting the Shaft

Corporate America is responsible for pitting the younger workers against the older, more experienced employees. We are being shoved aside for younger, but not necessarily brighter, employees. It’s a disturbing trend that is bound to make matters worse as businesses look for cheaper way to run their operations.

Corporate America must take some of the responsibility for pitting the young against the old. Many companies don't want to pay for experience. They would rather hire someone with the ability to do the job for less money than pay top dollar to a more experienced older employee. Some businesses aren't as interested in quality as they are in the bottom line: PROFIT.

Young people, eager to get a foot in the door, often times will accept less money and learn just enough to move on. What some businesses fail to realize is knowledge and years of experience go a long way in keeping them from making the same mistakes over and over again.

According to a researcher from the Center for Retirement Research at Boston College, potential employers are more likely to discriminate against older workers. Johanna Lahey sent out 4,000 resumes, of people between the ages of 35 and 62, to firms in Boston, MA and St. Petersburg, FL. Her findings indicated younger workers were 40 percent more likely to be called back for an interview than an older worker, defined as 50 years and older. Furthermore, she cited the top ten reasons why employers said OTHER employers might be reluctant to hire older workers:

1) Shorter career potential
2) Lack of energy
3) Cost of health and life insurance and pensions
4) Less flexible/adaptable
5) Higher salary expectations
6) Health risks/absences
7) Knowledge and skills obsolescence
8) Block career path of younger workers
9) Suspicion about competence
10) Fear of discrimination lawsuit

The truth of the matter is baby boomers are living longer and need to make ends meet just like their younger counterparts. Corporate America must be willing to recognize the pool of talented applicants no matter how old they are.


Beverly Mahone is an author who writes about issues affecting baby boomers in her book, "Whatever! A Baby Boomer's Journey Into Middle Age."