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proactively developing programs and policies to help retain and attract highly qualified older employees.

Engagement and Advancement of Older Employees
Past employers have focused on the idea that older employees would likely enter early retirement rather than work beyond the retirement age. With the advances in medicine and healthcare, many older employees find themselves very capable of continuing to work just as effectively as their younger colleagues. Employers are faced with a unique challenge of retaining and engaging older employees as well as creating career advancement opportunities. The health of not just the national but the global economy illustrates yet another major factor why many older employees plan to retain or reenter the workforce. Survey research of older workers found that 60 percent of older workers wanted to carry on working after retirement age either in the same or different jobs because of financial reasons.

Major benefits exist for the employer to engage older employees. The Sloan Center on Aging and Work has documented that engaged employees of all age groups need less healthcare, take less sick days, use longer tenure, carry a more positive attitude, and provide better work quality and better customer service. This new perception about the aging workforce demographic leads to viewing this age cohort as a more productive and resourceful population than once perceived in the past (Pitt-Catsouphes M. &.-C., 2009). The traditional views of retirement as a total cessation of work has evolved to include employment opportunities for older adults who want to continue working or reenter the workforce. Overall, society has changed its perspective of older people by its use of new terms such as successful aging, resourceful aging, healthy aging, and positive aging rather than previous terms associated with decline.