Understanding the Shift: What the Rise of Older Workers Means for Kraft Employees

Healthcare Provider Update: Healthcare Provider for Kraft Kraft Heinz Company primarily offers its employees a healthcare plan through the Aon Health Solutions, which oversees benefits and health resources for the company. As a sizable employer, Kraft provides a variety of health plans, typically including comprehensive medical, dental, and vision coverage. Potential Healthcare Cost Increases in 2026 In 2026, healthcare costs are anticipated to surge significantly for Kraft employees, paralleling broader trends across the Affordable Care Act (ACA) marketplace. With health insurance premiums projected to increase by an average of 18%-and in some states exceeding 60% due to the potential expiration of enhanced federal premium subsidies-many workers could face a financial burden. This perfect storm of rising medical costs and shifting insurance policies signals an increase in out-of-pocket expenses, revealing the critical need for strategic planning among employees to manage their healthcare finances effectively. Click here to learn more

There is a notable shift taking place in the employment of older individuals within the American labor market. Americans 65 years of age and beyond have been more and more involved in the job force; in 2023, about 20% of them were employed, almost twice as much as they were thirty-five years earlier. The nature of labor, the goals of older workers, and the economic realities of aging in the US are all reflected in this demographic shift, which goes beyond simple numbers. It's important for companies like Kraft to be aware of these changes impacting the workforce.

The earning potential of elderly workers has increased dramatically in terms of money. The average hourly wage for workers 65 years of age or older increased to $22 in 2022 from $13 in 1987, indicating a significant increase in earnings. A trend towards greater economic parity across age groups in the workplace has been marked by the income gap between them and their younger counterparts, ages 25 to 64, narrowing as a result of the wage increase.

The traits of elderly workers today are very different from those of earlier generations. Sixty-two percent of this group work full-time, a considerable rise from the 47 percent who did so in 1987. The proportion of older workers with a bachelor's degree or above has increased dramatically as well; at 44%, they are on par with younger workers in terms of education. When compared to the 18% reported in 1987, this indicates a sharp growth.

Furthermore, compared to younger workers, older workers are more likely to benefit from employer-provided benefits like health insurance and pension plans. This is in contrast to the younger workers' declining access to these benefits. In particular, fewer younger workers—only 41%—enjoy such benefits than in prior decades, while those 65 and older—36%—have access to employer- or union-sponsored retirement plans, an improvement over previous decades.

Older workers also exhibit a distinct tendency toward self-employment: 23% of them choose this route, vs 10% of workers between the ages of 25 and 64. The need for autonomy and flexibility in later-life professions is reflected in the attitude towards entrepreneurship among older persons.

The combined effect of these changes is significant, especially for older Kraft employees. Compared to their 2% share in 1987, older workers now make up 7% of total earnings and salaries earned in the United States, a more than threefold rise. This increase highlights how older folks are becoming more and more important to the economy.

Older workers are generally happier with their occupations than their younger counterparts, according to a Pew Research Center survey that examines job satisfaction. They claim that their jobs are less stressful and more pleasurable, indicating that working later in life might have a positive psychological and emotional impact.

Alongside these trends, the senior workforce's demographic makeup has changed. Due to broader cultural developments like improved educational attainment and more female labor force involvement, women now make up a larger fraction of the senior workforce, accounting for 46% of workers 65 and over. This change is also evident in the educational system, as older working women today have a far higher bachelor's degree holding rate than they had in the past.

The racial and ethnic composition of the workforce has also shifted; since 1987, the proportions of Black and Hispanic workers have increased while those of White workers have decreased. These increases mirror broader societal moves towards increased diversity, even though the senior population is still less diverse than the younger workforce.

In summary, older folks are becoming more and more important in the American workforce, which is changing dramatically, impacting Kraft and companies alike. Higher incomes, higher levels of education, and a move toward full-time jobs and self-employment are characteristics of their involvement. These patterns indicate a change in the facts and views of aging and labor, in addition to reflecting the evolving economic and social landscape of the United States. The experiences and contributions of older workers will continue to be a crucial part of the larger economic story as the workforce changes, demonstrating the dynamic nature of employment across the lifetime. It is crucial for companies like Kraft to stay up to date on these changes and accommodate for this changing workforce. 

Featured Video

Articles you may find interesting:

Modern workplace technologies and flexible work schedules are complementing the growing number of elderly workers in the workforce. According to an AARP study, 74% of older workers chose jobs that allowed for telecommuting in 2021, highlighting the significance of flexibility and work-life balance. In addition to meeting the lifestyle preferences of senior workers, this trend toward flexible work schedules increases productivity and extends workers' careers. For Kraft, acknowledging and accommodating these inclinations, can leverage the invaluable experience and proficiency of senior Kraft employees, thus cultivating a workforce that is both dynamic and inclusive.

Imagine a vineyard where the workers are represented by the vines, which grow over several years. In the past, younger vines were valued for their vigorousness; but, the deep-rooted, sturdy older vines are currently producing the most valuable, highly sought-after grapes. Similar like employees 65 years of age and above, these older vines are thriving and adding more than ever to the vineyard's crop. Their depth of expertise and quality are reflected in the greater worth of their grapes, just as the earnings of senior workers. In the same way that an old vine in a vineyard adds special aspects to the wine, so too does the modern workforce benefit from the experience and steadiness of its seasoned workers. The increasing recognition and appreciation of the contributions made by senior employees is akin to the developing understanding of the richness and nuance that only age can impart in a superb wine.