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June 14, 2007 – CPBI, Winnipeg. Has Retirement Outlived Its Usefulness?. Malcolm Hamilton Toronto. “The New Retirement Math”. “Canada’s New Retirement Reality”. “The whole notion of early retirement is being rejected”. - PowerPoint PPT Presentation
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Malcolm HamiltonToronto
Has Retirement Outlived Its Usefulness?
June 14, 2007 – CPBI, Winnipeg
2Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
The papers are filled with stories about the demise of retirement as we know it…
BMO Podcasts
Fidelity Investments
Marty SimsEVP, HSBC
“Canada’s
New
Retirement
Reality”
“The New
Retirement
Math”
“The whole
notion of
early
retirement
is being
rejected”
3Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
“Retirement: it’s a word without meaning…the current group of retirees and soon-to-be-retirees are redefining the way people stop working—if they end their careers at all. Statistics Canada studies show more people are choosing to work longer.”
Toronto StarNovember, 2006
“Nearly half of those in their 40s and 50s expect to continue working for as long as possible”
The Globe & MailMay 23, 2007
4Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Those zany boomers – determined to work forever; eager to stay in debt.
“Canadians told us it was about time to retire the word retirement.
Retirement for this generation is different in that it is a more ‘fluid’ transition. And they aren’t going to wait until they pay off the mortgage. About two-thirds of Canadians expect they will still be in debt when they quit working.”
Tina Di Vito,Director of Retirement SolutionsBMO Financial Group
5Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Older workers a drain? Not a chance, study finds…
“The HSBC survey found that older Canadians perform more than $3.1 billion worth of volunteer work each year”
The Globe & MailMay 23, 2007
“According to Statistics Canada’s 1998 General Social Survey on time use, 3.2 million retirees spent about 5 billion hours doing unpaid productive work. The economic value to our communities is thought to be $60.2 billion each year.”
Seniors at WorkNational Advisory Councilon Aging, 2005
6Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Worried about population aging?
“In fact, through taxation, volunteer work and the provision of care to family members, HSBC has found that those in their 60s and 70s are the foundations upon which their nations build.”
The Globe & MailMay 23, 2007
7Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
The secret life of Canada’s senior citizens…
8Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Seniors have half the income of working Canadians, yet they appear to be doing quite well…
9Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
According to recent studies…
Poverty rates for Canadian seniors are among the lowest in the world
Poverty rates for Canadian seniors are substantially lower than poverty rates for other age groups
10Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Canadian seniors are frugal, not poor.
They…
save prodigiously
give more to others than theyreceive from them
spend less and less as they age, evenas their gift giving and savings increase
spend relatively little time in institutions
leave surprisingly large estates
11Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Surveys suggest that…
seniors are relatively satisfied with their financial circumstances
they worry more about health and loneliness than money
they believe that their quality of life is better than the quality of life enjoyed by their children or grandchildren
12Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Surveys also suggest that…
the transition into retirement is easier than people expect
retired Canadians feel that they have more control over their lives than working adults and value the additional leisure time
retired Canadians miss work, and the employment income derived therefrom, less than they thought they would
13Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
To understand why seniors are satisfied with small incomes while boomers are dissatisfied with large incomes, one must look not at the incomes, but at the demands placed upon them…
14Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
When you look at both incomes and expenditures, seniors enjoy a standard of living comparable to working families, without having to work…
Median WorkingAge Couple
Median Senior Couple
Income $69,700 $35,600
Taxes (18,600) (5,000)
Mortgage (6,100) (200)
Retirement Savings (6,100) (0)
Dues and Daycare (1,000) (0)
Provision for Children (9,800) (0)
Adult Consumption $28,100 $30,400(1)
Source: 1997 Survey of Consumer Spending;probably 30% higher today
(1) Seniors saved or gave away about $6,000 of this
15Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
and seniors exhibit a higher level of satisfaction with their lives than working people…
20%
22%
24%
26%
28%
30%
32%
34%
36%
38%
40%
20 30 40 50 60 70 80
Age
Aging Well: Time Use Patterns of Older CanadiansJuly, 2006
Percentage of Canadians ReportingHigh Levels of Satisfaction with Their Lives
16Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Finally, despite the HSBC’s protestations, seniors are not large contributors to paid or unpaid work…
Seniors account for
– 17% of the adult population
– 3% of the workforce
– 2% of employment income
the average senior spends about 0.5 hours per day on volunteer work, virtually the same as the average non senior
17Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Average Retirement Age
Late 1970s 2000 to 2004
Public Sector 65 58.6
Private Sector Employees 65 61.8 Self Employed 65 65.1
Overall 65 61.1Statistics Canada
Despite living longer, Canadians are retiring earlier…
18Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
And the smarter they are, the earlier they retire…
Highest Level of Educational Attainment
Average Retirement Age: 2000-2004
Elementary School 64.8
Some High School 63.0
High School Graduate 60.3
Some Post Secondary 60.6
University Graduate 59.4
Overall 61.1Statistics Canada
19Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Once they stop working, what do elderly Canadians do with their spare time?
20Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Canadian men over the age of 75 did 4.4 hours per day less paid work than Canadian men between the ages of 55 and 64. The extra time was spent as follows…
Hours Per Day
Watching TV 1.2Other and “Unreliable” 1.1Sleep 1.0Leisure 0.5Housework & Shopping 0.4Eating 0.3Volunteer Work (0.1)
4.4Aging Well: Time Use Patterns Of Older Canadians,
July 2006
21Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Good health is the characteristic that has the greatest influence on satisfaction. Among healthy older Canadians, those who were highly satisfied spent…
less time working (paid and unpaid)
more time watching TV, sleeping and in active leisure
The differences, however, were not large
22Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
But what of the future?
Will retirement be redefined or will people simply retire earlier or later depending on
what they can afford?
23Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
To change retirement patterns, or the meaning of retirement, several things must happen…
people must be capable of working longer,
people must want to work longer, and
employers must want to attract and/or retain older workers.
Are these thingsabout to happen?
24Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Aging, Longevity and Retirement
Can People Work Longer?
25Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
“100 Year Olds Bust Ad Myths”Calgary Herald, September 10, 2006
26Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Jeanne Calment – the Oldest Known Human
1875 – 1997
27Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What is aging?
20 years of maturation
60 years of senescence(1)
(1) the process of gradual physical and mental deterioration as people age
28Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we read...
“Thanks to modern medicine and better nutrition, old
people are not getting old as quickly as they used to. The idea of settling into a rocking
chair the day you turn 65 doesn’t appeal to today’s active senior citizens…”
29Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we learn in the real world…
“There are no lifestyle changes, surgical procedures, vitamins, antioxidants, hormones or techniques of genetic engineering available today that have been demonstrated to influence the process of aging.”
Position Statement On Human Aging
30Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Why are people living longer?
Because better nutrition, public health, a reduction in warfare and advances in the treatment of disease have allowed people to live longer.
NOT because the aging process has been retarded or reversed.
31Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Put another way,
we have prolonged life by more than we have prolonged the onset of old age.
32Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
The question…
should retirement be tied to longevity or to senescence?
33Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Of course, boomers want to believe that they, unlike earlier generations, are not growing old…
and there is no shortage of people who are prepared to tell them what they want to hear.
34Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we read…
“I’ve seen a huge change over the last few years. When I started at this job 25 years ago most of the patients were in their 60s and 70s. Now there are days when I don’t see anyone under 90.”
Dr. Barbara Paris
September 30, 2006
The Boomer Effect:
Turning a New Leaf
35Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we learn in the real world…
“The need for better community health care services is increasingly urgent because much of the pressure on emergency rooms is due to the rapidly aging population, the report noted. People age 75 or older have the highest—and fastest growing—rate of emergency room visits. Their problems are complex and in many cases require hospitalization in institutions that are already full to bursting.”
National PostOctober 3, 2006
Aging population putting pressure on ER, study finds
36Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we read…
“In terms of how people feel and what they are capable of, we believe that 70 can be said to be the new 50.”
The Future of RetirementHSBC
37Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we learn in the real world…
“You always say you don’t want to be like your parents but this particular generation won’t be much different from the older people 40 years ago.”
David FootHamilton Spectator
March 1, 2006
38Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Changing attitudes – do people really want to work past 65, or do others want them to believe that they do?
39Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we read…
“Let workers stay on the job past age 65 – Bank of Canada governor.”
Canadian PressMarch, 2007
40Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we learn in the real world…
“I turn 65 next year. I’m going to take a bit of a rest after 40 years of working without a break.”
Dave DodgeFinancial PostApril, 2007
41Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we read…
“In the old days, Don Dewees, 65, would have been cleaning out his
office and getting ready for retirement. But in today’s world,
where 60-somethings are the new 40-somethings, the University of Toronto professor has no plans
to slow down”.
December, 2006
End of forced
retirement changes
face of workplace
42Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we learn in the real world…
Estimated number of Ontarians expected to take advantage of the abolition of mandatory retirement
4,000 per annum
If each works an extra 5 years, the total increase in Ontario’s workforce
0.3%
Extent to which the abolition of mandatory retirement is expected to mitigate the impact of population aging during the next 25 years
1%
43Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we read…
“The boomers are saying, ‘I’m not going to Florida
to sit at the pool and play cards all day’.”
September 30, 2006
The Boomer Effect:
Turning a New Leaf
44Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we learn in the real world…
Increase in Florida property prices: 2000 – 2005
Average price of a single family home in Victoria, B.C.: $520,000 in October 2006
45Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we read...
May 29, 2006
Early retirement
becoming a trend
of the past.
“The trend toward early retirement, which
peaked in the late 1990s, has ended…”
46Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we learn in the real world…
Average Ageat Retirement
Late 1970s 65.0
1995 to 1999 61.0
2000 to 2004 61.1
Statistics Canada
47Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we read...
Boomers are planning
new careers after they
leave their jobs.
September 24, 2005
“Baby boomers are increasingly redefining
retirement, by looking at it as a career change rather than an extended vacation plan,
research suggests.”
48Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What we learn in the real world…
% of Canadians Who Wantto Spend Time Doing This
Activity in Retirement
Travel 58%Crafts & Hobbies 48%Family & Friends 25%Volunteer Work 18%Sports 14%Continue to Work 1%Consulting/Small Business 1%
BMO Retirement Trends Study
49Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
And, of course, there are many examples of people who are working for as long as they can…
Kirk Kerkorian Warren Buffett Billionaire Billionaire90 76
Stephen Jarislowsky Benedict XVI Billionaire Pope80 80
Clint Eastwood Elizabeth IIActor/Director Queen77 81
50Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Are employers interested in attracting and/or retaining older workers?
51Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
According to a recent survey by Manpower Inc.(1)
“Canadian employers are failing to prepare for the looming loss of older workers that will occur as the Baby Boomers retire during the next 10 years.”
17% have a plan to recruit older workers (50+)
24% have a strategy for retaining older workers
(1) The New Agenda for an OlderWorkforce: April, 2007
52Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
According to a recent (American) study by Boston College’s Center for Retirement Research…
Roughly one half of employersmight consider steps to retain asmany as one half of those whowant to keep working past normalretirement age for an extra 3 years.
“This is not good news. It suggests the possibility of a messy and uncomfortable mismatch with large numbers of older workers wanting to stay on(1) while employers prefer that they do not.”
(1) Employers believed that 25% of their employees would not be prepared for retirement at the normal age
53Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
What about the “war for talent?”
“If employers don’t act soon they will fail to win the war for talent as older adults will be relied upon as one of the most important sources of talent for the future workforce.”
National PostApril, 2007
“An aging workforce nearing retirement means employers are having to compete for talent as never before.”
Globe & MailMarch, 2007
54Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
The truth about the “war for talent”…
there has always been, andwill always be, a war for talent
labour shortages today are largelydictated by industry not demography
– no shortage of paper or auto workers
– shortages of health workers and oil workers
while the number of children born in Canada each year is about 30% lower than at the 1960 peak, the number of university graduates has been increasing
if demography was calling the tune, we would be reading about a glut of highly-qualified managers and business leaders
55Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
It is difficult to reconcile the prevailing stereotypes of Canadian boomers…
Stereotype #1
Bumbling, irresponsible wastrels incapable of managing any aspect of their personal finances
Stereotype #2
Skilled, experienced workers essential to the success of Canadian corporations
56Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
The boomers’ perception of older workers has been changing
When the boomers were young,they viewed older workers as poorly educated, unmotivated, overpaid impediments to the success of the business.
Now that they are older, they perceive older workers (themselves) to be well educated, energetic, highly motivated, uniquely talented dynamos whose continuing employment is essential to the success of the business.
57Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
It is difficult for employers to project their manpower needs ten years into the future…
Will the economy grow quickly or slowly?
Will the business falter or flourish?
Will there be a shortage of skilled workers,or a glut?
Will skilled workers immigrate or emigrate?
Will jobs move abroad, or come home?
Will employees retire early or late?
Will elderly employees maintain their skills, energy and enthusiasm?
58Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
For all of these reasons…
It is premature to conclude that most corporations will want to attract and retain older workers.
It is hazardous to commit to a course of action that locks corporations into retirement incentives or retention incentives for long periods of time.
59Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Finally, what about public policy?
What if employees want to retire and their employers want them to retire, but the government can’t afford to have them retire?
60Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Governments are understandably concerned about the trend toward longer lives, lower fertility and earlier retirement. Who will do the work? Who will pay the taxes?…
“Public early retirement schemes shouldbe gradually phased out…”
Recent OECD Report
Countries must mobilize “all available labour reserves in order to sustain economic
growth.”
Recent OECD Report
The government of Canada is conducting a review “to ensure that pensions don’t serve as a disincentive to older workers remaining in the
workforce.”
Diane Finley – Minister ofHuman Resource and Social Development, 2006
61Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Bureaucrats advocate incentives to head off labour crunch.
Globe and Mail, December, 2006
“Canada needs a new strategy to help older workers stay on the job until they are ready to retire, one that includes restructuring the country’s inflexible pension plans, government documents say.”
“Optimizing older worker participation is thebest means to offset labour market declines.”
“The bureaucrats in HRSDC who wrote the policy paper say that the average retirement age within the public sector is 57 (1) and it’s time to get our own house in order.”
(1) versus 62 in the private sector
62Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Labour shortage spurs Ottawa to ask boomers to work past 65
Toronto Star – January, 2007
“The federal government is pleading with aging boomers to work past retirement to offset a serious labour shortage in Canada. ‘We need them’, Human Resources Minister Monte Solbergtold the Toronto Star yesterday.”
“It’s an imperative for the country. We just have to do it. The countries that do it will succeed. And if we don’t do it we won’t. And the truth is, the government can’t do it all.”
Monte Solberg
63Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Government concerns are now being echoed by others…
“Governments, private-sector corporations and communities in general really need to be mindful of this demographic trend, to make sure policies are being put in place that allow these older Canadians to be as active as they want to be, or are able to be, in terms of contributing to society as a whole.”
Marty SimsEVP, HSBC
64Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
The slippery slope…
Allow people to work.
Persuade people to work.
Encourage people to work.
Compel people to work.
65Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
The federal government appears disinclined to lead by example…
2005 changes to civil service pensions
– higher contributions
– higher pensions
– encourages earlier retirement
2006 changes to pensions of correctional service officers
– 25 and out (parity with the RCMP)
– lower member contributions
66Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
The federal government has a formidable challenge…
Encourage other Canadians to retire after 65 while federal civil servants retire in their 50s
67Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
To this end, Canadians are being encouraged to believe that…
unlike earlier generations, they are not growing old, and
continuing employment gives meaning to their otherwise meaningless lives
68Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Conclusions
As a matter of public policy, Canadians should not be expected to retire later simply because they are living longer and having fewer children.
Retirement ages should increaseif the age up until which olderCanadians can successfullycompete for work increases.
69Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Predictions…
Low interest rates and increasing life expectancies will make early retirement more expensive and this will naturally lead to later retirement.
Future generations will retire later in part because they had their children later.
70Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Predictions…
Most Canadians will continue to want aviable option to retire in their early 60s.
Of those who are able to retire in theirearly 60s, most will choose to do so.
Retired Canadians will live active and productive lives; many may choose to work part time for social or economic reasons; however, they will prove a poor substitute for young workers.
Phased retirement makes sense, but individuals are as likely to use it to retire early as to retire late.
71Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Predictions…
Most employers will continue to wantolder employees to retire at or before age 65.
Given their inability to foresee workplace needs 10 years in advance, employers will move to “retirement age neutral” pension plans and use targeted cash incentives to selectively encourage older employees to stay or go as the times demand.
Poorly targeted phased retirement programs, as envisioned in the federal budget, will be rejected in the private sector in favour of targeted rehiring.
72Mercer Human Resource Consulting CPBI Winnipeg Jun14-2007
Suggestions…
As regards the merits of persuading Canadians to stay in the workforce, governments should shut up or lead by example.
Taxpayers should not be expected to pay 20% or 30% so public servants can retire in their 50s while the federal government looks for ways to force/encourage those employed in the private sector to retire after 65.