It's no secret why so many organizations are now finding it difficult to attract highly-skilled, experienced staff -- it's demographics. The largest generation in history -- the Baby Boomers - are starting to leave the workforce in their millions and there are simply not enough younger skilled workers available to replace them.

But the issue goes far beyond merely finding new people to fill vacancies. It's far more ominous. It's about knowledge that's lost forever. Consider these recent statistics:

• Fifty percent of all companies recently surveyed say they expect to lose more than half of their senior managers in the next three years (RHR International study).
• Fifteen percent say they expect to lose 75 percent or more (RHR International study).
• More than six out of 10 respondents to an Ernst & Young survey say expected retirements during the next five years will cause a major 'brain drain' in at least some business functions.

And with them will go decades of corporate history, decades of knowing what has worked in the past and what hasn't, decades of industry knowledge and networking and personal relationships. Knowing who to call for what. When these employees walk out the door there are areas and projects that have to start from scratch. The depth and breadth of their knowledge is irreplaceable.

This drain of knowledge is threatening to reduce our ability to innovate, grow and operate effectively in an increasingly competitive global marketplace.

Some leading organizations have got the point, albeit late in the day, and are scrambling to retain their older key employees. Others are still clinging to erroneous stereotypes about the over 50s. Yet research has shown over an over again that older workers are energetic, embrace technology, are eager to learn new skills and still want to scale that corporate ladder. A survey conducted by Merrill Lynch in the U.S. found that 76 percent of boomers intend to keep working and earning in retirement. On average they expect to "retire" from their current job/career at around age 64 and then launch into an entirely new job or career. There is nothing “babyish” about this generation. They're an explosive, dynamic demographic. I prefer to call them "KAA-Boomers." Boomers with impact.

If losing irreplaceable industry knowledge is not enough to persuade employers to retain older employees, workplace experts have cited 11 other good reasons to hire and retain mature workers. They are:

1. Dedication.
2. Punctuality
3. Honesty.
4. Detail-oriented, focused and attentive.
5. Good listeners.
6. Pride in a job well done
7. Organizational skills.
8. Efficiency and the confidence
9. Maturity
10. Setting an example
11. Communication skills

The Workplace Institute, a centre of excellence for older worker/aging workforce information and customized solutions for an intergenerational workforce, has developed a business model to engage workers of all ages - but especially older workers. This model can be adapted to meet the needs of individual organizational demographics, but there are common elements. These include:

• Flexibility in working arrangements
• Equal opportunity/fair treatment for employees of all ages
• Career development for those under and over 40
• Adaptation for major and minor disabilities
• Recognition
• Financial guidance
• Health support
• Work Life balance/integration
• Phased retirement

The full model can be found in KAA-Boom! How to Engage the 50 Plus Worker and Beat the Workforce Crisis.

There are many new ideas and research coming out of the annual Summit on the Mature Workforce that was held last year in Toronto. Here, academics, government officials, demographers, economists and business leaders from across North America share knowledge, initiatives, research and trends surrounding older workers. A popular feature of the annual summit is the. Best Employers Award for 50 Plus Canadians. These awards recognize and promote innovative and/or effective programs or initiatives that not only attract and retain older workers, but achieve organizational goals.

Summit attendance increases every year, a sign that organizations across the continent are realizing that attracting and retaining mature workers are key to surviving the escalating talent war.

Barbara Jaworski is founder of the 5th annual Best Employers Award for 50 Plus Canadians and the 4th annual Summit on the Mature Workforce taking place Nov. 5, 08 in Calgary. She coordinates those initiatives through the Workplace Institute, assisting organizations to utilize the total talent pool. She is the author of KAA-Boom! How to Engage the 50 Plus Worker and Beat the Workforce Crisis. Barbara can be reached at