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\n  | \n \n Living\, Learning and Earning Longer: rethinking the aging workforce
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\n Labour force shortages and an aging population can either be seen as a crisis or an opportunity. Regardless they are the demographic reality.
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\n Confronting the myths head on helps us move forward and design purposeful pathways for an age-inclusive workforce.
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\n This dynamic and engaging session will hold those myths up to the light and then push past them with practical solutions for organizations\, big and small\, to get ready for a 5 generation workforce. \n \; | \n
\n \n  | \n \n Mentorship in the workplace \n\n \; \n\n Mentorship increases engagement touching on the different demographics (new comers) and inter-generational practices. In this session\, partipants will explore the importance of informational transference through mentorship. How mentorship can add value for aging workers and make a difference to their respective organizations as they look towards the end of their career and steps to initiate a mentorship program within an organization. \n\n \; \n | \n
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\n \; | \n \n Adding Ageism to your Diversity\, Equity and Inclusion Strategy
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\n Age bias (ageism) is largely a forgotten component of Diversity\, Equity and Inclusion (DEI) initiatives in the workplace. Ageism doesn'\;t only affect older generations or people over a prescribed age\, as it impacts younger workers as well as older ones. Join us as we explore how ageism shows up at work\, and utilize strategies for disrupting this (and other biases) in the workplace. This is an interactive no-shame\, no-blame event for individuals at any stage of their DEI journey. Participants will co-create practical tools that they will be able to utilize and practice immediately.
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\n \n  | \n \n Leveraging post-pandemic opportunities to recruit\, motivate and retain older workers
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\n The Shaping the Future of Work in Canada Survey provides unique insights for employers and policy makers about older worker (age 55 plus) recruitment\, motivation\, and retention. The survey was conducted in fall 2022 using a random sample of over 5\,800 employed and self-employed. The pandemic fundamentally reshaped established working patterns in Canada. As the lead on this project\, I will highlight how different age groups experienced working from home\, or continuing to work at their employer&rsquo\;s worksite\, their job satisfaction\, well-being\, and future work preferences. Many remote workers realized they could work anywhere\, feeling less attachment to their employer. Employers can positively respond to this new reality by moving beyond a &lsquo\;one size fits all&rsquo\; work schedule or career trajectory. The challenge for both employers and policy makers is to design age-friendly work environments that speak directly to the needs and expectations of older workers.
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\n \n  | \n \n An Eight Step Plan for Future-Proofing Your Workforce
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\n Disruption has become a standard part of business\, and you need a workforce that'\;s ready to adapt to just about anything at a moment'\;s notice. This presentation gives employers and managers an eight-step plan for helping ensure your teams can handle whatever circumstances come their way. You'\;ll learn the importance of remote and hybrid work models for work-life balance and more\, strategies for keeping your employees'\; skills up to date and much more.
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\n \; | \n \n Employed Caregivers and the impact in the workplace
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\n Employer caregivers contribute to their families'\; well-being\, workplaces and society. however their efforts are often invisible to employers\, policymakers and the public. Dr. Fast will explore the impacts in the workplace
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\n Moderated by: \;Nicole Bourgeois\, CPHR Alberta
\n Panelists:
\n Tracey Jennix\, Employer Services Manager\, Prospect Human Services
\n Megan Vaughn\, Manager\, Human Resources\, Edmonton West Primary Care Network
\n Chelsea Grossi\, Advisor\, Alberta Health Services.
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\n Addressing perceived challenges of a mature/aging workforce \n\n The panel discussion will focus on the value of recruiting and/or maintaining older talent in the workplace and what the benefits of doing so creates for business. By addressing the perceived challenges of an aging/mature workforce we can \;changing the mindset toward older workers and the value they bring to our organizations and industries. \n | \n
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