By AARP - Washington, DC – Older Hispanic workers can play a dynamic role in helping solve long-term challenges for many employers, as the traditional labor pool of workers ages 25-54 stagnates, according to a new AARP report, being released today at AARP’s Diversity and Aging conference in Chicago.

That is a key finding of the AARP study that focuses on the so-called “invisible” Boomers – Hispanics – as a growing segment of the U.S. workforce. Despite their growing importance, there has been little public and media attention given so far to older Hispanics.

“Once the recession ends, employers may face a scarcity of working age adults with the necessary skills and experience,” said Deborah Russell, AARP’s Director of Workforce Issues. “Hispanics are one of the fastest growing segments of the older population, and they can help in a big way in filling the void.”

The AARP study was prepared by the Urban Institute, using Institute data and drawing on information from the Census Bureau, the Department of Labor and the University of Michigan as well. The Tomas Rivera Policy Institute at the University of Southern California provided recommendations for the report.

Some of the major statistical findings of the study that are relevant to Hispanics’ work careers are:

• In 2006-2008, 15 percent of Hispanics ages 50-69 reported work disabilities, compared with 24 percent of non-Hispanic blacks and 14 percent of non-Hispanic whites.

• Approximately 3.2 million Hispanics ages 50-69 were employed in 2007, earning a total of $126 billion.

• At age 65, Hispanic men and women can expect to live three years longer than non-Hispanic whites and four years longer than non-Hispanic blacks.

Noting that the number of Hispanics ages 50-69 is expected to nearly quadruple by 2050, AARP focused on employer practices to increase the employment prospects of older Hispanics. They include:

• Develop recruiting materials in English and Spanish if an employer is open to hiring workers who are not fluent in English.

• Use media outlets and other recruiting channels that serve the Hispanic community.

• Implement retraining programs to help older workers in physically demanding jobs transition into positions that require less physical exertion.

• Consider offering educational opportunities to workers and job seekers who are good matches for certain career opportunities but who lack a few skills. Such training could include English-as-a-Second language and skill training, the report suggested.

• Consider training for managers that encourages them to embrace workplace diversity and stresses the value that diverse viewpoints can provide an employer.