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Title: age & disability present work, health & life predicaments t


1
Social Engagement Productive Aging A Private
Sector View of Aging Disability
A Mini-Conference of the 2005 White House
Conference on Aging July 21 - 22nd, 2005
Kenneth Mitchell, Ph.D Vice President Corporate
RTW Development
2
Principles of Productive Aging
  • Age is not a Disability
  • Aging is not a Disease

Impairment ? Disability
Age Disability present work, health life
predicaments that can be anticipated, avoided and
solved
3
Two Points of Reference But are they Different?
  • Aging with a Disability
  • Range of Impairments (1)
  • Physical, Sensory, Mobility, Affective
    Cognitive Impairments most common
  • Est. 18 of Boomer age group report a medical
    condition effecting ADL and work capacity.
  • Social Stigma/Employment Bias 21 million report
    some type of work disability(1)
  • Social Isolation dependence
  • Developed long term adaptive skills
  • Cost and access to healthcare
  • Financial security post work
  • Aging to a Disability
  • Range of Impairments (2)
  • Injury chronic disease most common
  • Musculoskeletal (25), Cancer (17), Circulatory
    (8), Behavioral Health (7)
  • Lost time incidences STD LTD
  • Extended time off work
  • Learning new skills
  • Physical endurance
  • Environmental conditions
  • Job satisfaction
  • Financial security post work
  • Cost and access to healthcare


1 The US Disability Data Table 2003 American
Community Survey CPAS UCSF San Francisco,
CA
2. The Health Productivity of the Aging
American WorkForce UnumProvident
Corporation, July 2005
4
Short (STD) and Long (LTD) Term Disability by Age
Source UnumProvident Disability Database,
2002-2004.
5
STD Duration of Lost Time by Age Group
Source UnumProvident Disability Database,
2002-2004.
6
Most Frequent Long Term Impairments x Age
Source UnumProvident Disability Database,
2002-2004.
7
Industry x Impairment (Short Term) gt 40 years
Source UnumProvident Disability Database,
2002-2004.
8
Age Disability Influences The Politics of
Incapacity
  • Definitions of Disability Who is
    Disabled?....Who is Not?....For How Long?
  • 67 different Federal definitions of disability
    and the disabled individual
  • Private disability plans, as well state workers
    compensation and military service related
    disability benefits have negotiated definitions
    of eligibility coupled with varying levels of
    medical evidence needed as starting and ending
    points
  • Definitions and Application of Age
  • Age is only a numberor is it?.... Negotiated
    age thresholds start and stop program benefits
  • Traditional expectations of age related
    functional capacity are evolving based on
    lifestyle changes, risk analysis/reduction and
    new medical technology. Morbidity and mortality
    rates are in decline expect for obesity related
    conditions.
  • Morphing Benefits The Future of Political
    Body Checking.
  • The Portability Generation Gap
  • Changes in Entitlement and Reward Mind Sets
  • Direct Contribution Plan (DCP) vs Direct Benefit
    Plan (DBP)
  • Health Savings Account (HSA) vs Retiree Medical
  • Employers moving away from traditional disability
    retirement
  • The economics of Retiree Medical/Pensions
    Employers unwilling or unable to cover liability

9
Age Disability Influences The Politics of
Incapacity (cont.)
  • Work to Retirement Transitions (Cliff
    retirements to Incremental adjustments)
  • Flexible work site and accommodations The
    future
  • Inflexible benefits and productivity
    disincentives The past
  • The Care Givers Paradox (Taking Care of Child
    to Spouse to Eldercare Business)
  • Reduced productivity and increased work
    disruption New Work Life Balance options
  • Progression from care giver to disability
    beneficiary (est. 9)
  • Cost of Healthcare Insurance and Access to
    Income Protection
  • What is the real cost and impact of health and
    long term care on productivity?
  • Increase in voluntary benefits creates both an
    employer costs savings and employee access to
    benefits, but may invite potential gaps in
    appropriate services and care, i.e. employee
    unable or unwilling to pay for benefit. i.e.
    Rolling the health and disability benefit dice.

10
Healthcare Costs by Age x Risk
Source Musich, McDonald, Hirschland, Edington,
Disease Managements Health Outcomes 2002
10(4) 251-258 University of Michigan Health
Management Research Center. Used with
permission. Dee Edington, Ph.D. University of
Michigan, Ann Arbor, Michigan
11
Social Engagement Productive Aging Connections
  • Productive Aging
  • Having the ability and incentive to create
  • The ability to achieve positive outcomes
  • Social Engagement
  • Being a part of the community peers
  • Not marginalized within the culture

Connections
  • Increased social engagement improves ADL
    function, reduces degree of disablement and
    increases reported life satisfaction
  • Access to health care mobility transportation
    are keys to continued productivity through and
    beyond retirement
  • Continuing ones spiritual life through an
    accessible community of faith is a contributing
    factor to independence and overall well being
  • Engaging in education and skill development
    through telecommunication broadens productivity
    options at same time opens social networks
  • Realigned restructured social networks serve as
    potential productivity outlets as life changes
    occur

12
Aging Disability Challenges to the Private
Sector
  • Protect Work Capacity of the Worker
  • Sudden loss of work capacity due to health
    crisis
  • Eroding functional work capacity due to normal
    aging
  • Eroding functional work capacity due to
    chronic disease
  • Avoid Isolation of the Individual, Family and
    Co-workers
  • Assume proactive posture to aging and
    disability collisions
  • Develop effective coping with onset of
    functional limitations
  • to maintain independence
  • Expect the rules to change and adapt
  • Maintain a Workforce that Sees Productivity as
    Possible
  • Create flexible work site policies and
    practices
  • Build a culture that rewards continuous
    productivity
  • Public and private partnerships need to
    maintain access to healthcare that supports
    continued social engagement and life long
    productivity

13
Public Private Partnerships Points of Action
  • Hiring Retention Incentives - Create tangible
    incentives for employers to hire and retain older
    workers with physical, sensory, cognitive or
    affective impairments that impact long term work
    capacity
  • Protecting Work Capacity - Support employer tax
    incentives within healthcare benefits to
    promote risk reduction and protect work capacity
    of older worker
  • Employer Medical Cost Relief - Provide a
    blended private/public healthcare insurance
    program for employees within a defined transition
    period between work and retirement (e.g. Ages 55
    - 65)
  • Aligning Retirement Benefits Restructure
    retirement benefit programs that reflect the
    need, desire and capacity for continued
    productivity without punishing the employer or
    the employee.
  • Portability of Benefits - Build benefit plans
    that move with the individual to invite and
    reinforce both independence and planning within
    multiple careers, jobs or changing life
    situations. Life is fluid

14
The Productive Aging Disability Balancing Act
15
  • I cant get old Im working
  • As long as youre working
  • You stay young
  • George Burns
  • (1895 1995)
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