An aging workforce faces more challenges than simply getting to work on time and putting in a full day. Americans are living and working longer, and community college districts have to address the needs of an aging workforce. An aging workforce will impact community colleges fiscally for two reasons. One is the range of ergonomic factors behind aging and how they impact injury rates. The other is a hidden issue that’s not often discussed – the prevalence of obesity in our workforce. In 1991, the obesity rate was 10% of the population, by 2001 it was 19%, and at this rate it will reach 30% of the population by the beginning of the next decade. Obesity brings with it a multitude of health, joint and musculoskeletal problems.

Among California community college district (public sector) employees, the average age is 43; focusing on district office personnel, the average age of management staffers and administrators is 51 years old. The percentage of national workers aged 45 and older increased from 33% of the workforce in 1998 to a projected 40% in 2008! The average age of an injured school/community college employee in one recent study by Keenan was 47. If the data had reflected injuries occurring to employees in their early 20s, one could reasonably recommend stronger new-hire orientation programs. With the average age for injury at 47, though, one must consider the effects that an overweight, aging body has on injury rates. In today’s economy, many district employees need or want to work past the normal retirement.

Realistically, community colleges will be taking care of older workers longer. A prudent employer would want to keep employees as fit and healthy as possible for as long as possible. Healthy, strong bodies tend to have fewer workplace injuries, better attitudes, less absenteeism, and they tend to work more safely, regardless of age.

Help Your Employees Be Healthy

We’ve all heard we need to exercise, and most of us know how, where, when and why we should. When it comes to actually doing exercises, though, something more important always comes up.

Here are some ways that education employers can promote their employees’ health while holding down health care costs:

Investigate a group plan at a gym: Are there local fitness clubs or gyms nearby? Inquire about a group rate for district employees. Be sure to pass some of the cost onto the employees. Research shows that if employees do not pay a portion of the cost for membership, they may not value it. Partner with employees in their quest for optimal health.

Use your college classes: Consider allowing employees to sign up for one free class per semester in health, wellness, fitness or related activities.

Maximize employee health incentive programs: The district has many programs available to them. Find out if your healthcare provider offers wellness programs, newsletters or paycheck stuffers. Does the district’s insurance or healthcare provider offer health fairs or brown-bag “lunch and learn” sessions? Is it possible to partner with a local weight watcher group to come to your facility for weekly sessions?

Maximize technology: There are many great e-health publications that can easily be sent to employees with just the push of a few buttons. Today, technology is in place which allows us to do this. Developing a culture of health and wellness is not an overnight process; it takes time and works best if encouragement comes from the ‘top down.’

Community College district employees are our most valuable asset, but they may become more expensive as the workforce chooses to work longer. Prudent districts need to take the time to look at the physical demands of their jobs and other issues that are affected by aging. A healthier older population, and one that sees work as beneficial, may keep people on the job longer with fewer injuries until retirement.