As a vocational counselor and trainer in inclusive workplace practices, I appreciated the April 7 article “Older Mainers are filling gaps in a tight labor market,” for highlighting the value older workers bring to today’s workforce. I’m also a 62‑year‑old woman who is asked at least once a week, “So, when are you going to retire?” I have no plans to do so. I love my work, and continued employment is essential to my physical and emotional well‑being. 

I did notice that many of the positions featured were in retail and service roles. These industries deserve recognition for embracing older workers and offering flexible opportunities that align with many people’s later‑career preferences. At the same time, the jobs highlighted were largely entry‑level and not always aligned with the workers’ training, education or experience. While many older adults may prefer these roles — and they are vital to our communities — many others want to remain in their chosen professions.

The flexibility and inclusion demonstrated by these employers offer a model for other employers— not only for recruiting older workers, but for retaining them. Societal expectations around “retirement” often lead employers to overlook retention as a powerful workforce strategy.

By offering flexible options and fostering inclusive cultures, employers can benefit from older workers who wish to continue contributing their expertise. In doing so, older workers across all occupations can serve as mentors and leaders, strengthening the next generation of the workforce.

Susan Gatti
Portland