With Baby Boomers aging and fewer thirty‐somethings in the employment ranks, the graying of the workforce is right around the corner. With it will come a host of issues—loss of human capital, talent shortages, ageism, and culture clash among them—that will force employers to rethink many of their practices for acquiring and managing talent. Employers can take specific steps now to cushion the impact of the aging of their workforce, and those who act too late may find themselves at a competitive disadvantage.
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Rappaport et al. (2003) studied this question.