The job market historically has been inhospitable to older workers, especially those from low-income households who lack postsecondary credentials. The sudden, massive shift to remote employment during the coronavirus pandemic exacerbated many of the inequities these workers face. They disproportionately lost jobs due to pandemic-related layoffs, and many worked in positions that were impossible to do remotely, increasing their exposure to COVID-19.
In a post-pandemic economy, as employers reassess how remote labor will fit into their talent development strategies, this report from JFF looks at the potential for low-income older workers to fill positions that can be done from home. We also assess how remote work opportunities may promote economic advancement for this group.
Both employers and employees may see benefits. Employers could expand their talent pool with veteran workers who have much to offer. In turn, these jobseekers could expand the geographic reach of their job searches, add years to their working lives, and acquire skills that may lead to higher-paying jobs. The report defines low-income older workers as those 50 and above with an income of less than $15 per hour, or $30,000 a year.
It’s an opportune time to explore these intersecting interests. By 2026, it’s predicted that one-quarter of the workforce will be over age 55. In addition, employers forecast that one out of every three employees will be working remotely in the next four years. And while many lower-wage jobs are not yet available online, more could be. And finally, a growing number of companies has committed to increasing diversity by taking a second look at candidates they may have dismissed in the past for lacking the “right” degree or credential.