AARP

Older adults are staying in the workforce longer than ever, whether it’s because they need the money or have found a calling that inspires them. But negative stereotypes about older workers still persist. About two-thirds of workers 50-plus have seen or experienced age discrimination on the job, according to our new survey. This bias not only affects people personally and financially — it also costs the U.S. economy hundreds of billions of dollars each year. Learn how we are fighting age discrimination and helping people 50-plus find meaningful work. #TalkAboutAgeism #AgeismAwarenessDay

Fighting age discrimination matters. Whether it is getting or keeping a job, finding housing or receiving healthcare. We’re working hard to make sure everyone gets a fair shot no matter their age. That means fighting for you in Congress, in state houses and in the courts to put an end to age discrimination. It also means helping employers find and keep talented older workers. At the end of the day, it’s all about making sure people are treated fairly based on their qualifications and needs, not their age. Together, we can raise awareness and make a difference. Learn more about how we are fighting ageism: http://spr.ly/6045Ase0L #TalkAboutAgeism #AgeismAwarenessDay

The three-stage career path (education → work → retirement) is over. Today’s workers face a very different reality: a rapidly changing workplace where technology, demographics and economic shifts require continuous learning throughout life. 📌 The challenge? Finding the time to train while working full-time. Covering the costs of new skills. Knowing which skills and credentials will actually pay off. 📌 The opportunity? Lifelong learning can help workers stay relevant, secure better roles, extend their careers, and build long-term financial security. For employers, supporting reskilling and upskilling is not just the right thing to do — it’s also a strategy to retain talent, boost engagement and stay competitive. The future of work won’t just be about what we do, but how fast we can adapt. So the question becomes: How do we design systems that make lifelong learning accessible for everyone?

AARP hears stories every day from workers pushed out of long-held jobs because of their age. Nearly 2 in 3 workers age 50 and older say they have seen or experienced age discrimination in the workplace, and 44% of jobseekers in this group believe their age makes it harder to find a new job. At the same time, the data shows the immense value older professionals bring to organizations. Teams with a mix of ages benefit from higher engagement, lower turnover and stronger problem-solving. Workers 55 and older now make up nearly a quarter of the U.S. workforce, and this segment is projected to keep growing. Age bias touches every demographic, and it is time to recognize the strengths that come with experience. Learn more about how we can break down the barriers of age discrimination together: http://spr.ly/6047AodwL

As Americans live and work longer, one of our greatest untapped resources is older workers. By 2034, there will be more people over 65 than under 18. This demographic shift presents enormous potential — for individuals, businesses and the economy. Older adults bring experience, stability and skills that strengthen teams and drive results. Yet nearly two-thirds of adults 50 and older face age discrimination in the workplace. Overcoming this bias is key to unlocking the “longevity dividend.” Employers can lead by: ✅ Eliminating age-biased hiring practices ✅ Investing in lifelong learning and flexible career paths ✅ Leveraging experience through encore careers and fractional roles As Diane Ty of the Milken Institute notes: “We need a society and workplaces that utilize the immense assets of older adults.” It’s time to see experience as a strategic advantage and build a future of work where all ages thrive. Read the full article: http://spr.ly/6048AoB2A

Employers are increasingly relying on contingent workers — independent contractors, temps, and gig workers — for flexibility and cost efficiency. Although these workers provide agility and access to talent, managing them can create administrative challenges and impact team cohesion. This shift also has benefits and challenges for workers. While it creates new opportunities for workers to gain diverse experiences and supplement income, it also can come with limited benefits and unpredictable pay. Policymakers, businesses, and workforce leaders face critical questions: How do we balance flexibility with security? How can workers up-skill and access benefits in this evolving landscape? Read the full report to understand the implications for workers, employers, and policy — and how to prepare for a future of work in flux.

I am truly honored to be named to Washingtonian Magazine’s 2025 “Most Powerful Women in Washington” list, alongside my colleague and AARP Foundation President Claire Casey. Our fellow honorees are an inspiring group of women who are shaping government, business, the arts, education, law, media, and the nonprofit space.

Most older workers have a gap in their résumé, but it’s not always a dealbreaker. AARP's Felicia Brown shares how you should address an employment gap during a job interview. #resume #resumegap #experiencegap #jobhelp

Join us on September 30 from 12:00–1:00 PM ET for a virtual panel exploring a critical question: Are geography and technology shaping the future of work for people age 50+? This expert-led conversation will dive into the megatrends influencing both where and how we’ll work as we age—from remote work preferences and the rural–urban divide to economic pressures, environmental factors, and the rise of flexible, on-demand jobs. Featured speakers include: - Margot Goodson, Head of Strategic Inclusion, North America, SAP Americas - Aneesh Raman, Chief Economic Opportunity Officer, LinkedIn - Michael Bartlett, Program Director, Education and Workforce Success Center, National League of Cities - Julie Sexton, SVP & Chief Human Resources Officer, Land O'Lakes, Inc. - Carly Roszkowski, Vice President, Financial Resilience, AARP - Staci Alexander, Vice President, Thought Leadership, AARP - Julie Miller, PhD, MSW, Director of Thought Leadership, Financial Resilience, AARP Don’t miss this timely discussion on what’s next for the 50+ workforce.

The number of Americans aged 65 and older who remain in the workforce is significantly higher compared to previous generations. This shift reflects both changing demographics and the growing need for financial stability as more retirees choose to keep working. Discover how employers can innovate to attract and support older workers in this evolving landscape by reading the article by Xenia Viragh, Natalie King and Anika Heavener. 🌍: http://spr.ly/6040AdduM