This chapter focuses on the importance of employment and vocational interests of aging individuals. People are working longer into their lives, not only because of economic necessity but because they want to stay engaged in work they enjoy while contributing to society and their communities in meaningful ways. The authors discuss how workplace attitudes and practices can contribute to older worker employment discrimination, as well as needlessly discouraging the retention of older workers. The authors also discuss ways in which employers and the clinicians who support older workers can contribute to their occupational success in later years, facilitating longer labor force participation. The roles of both clinicians and employers in facilitating productivity and job and career satisfaction in later life are presented.

Internships, practicums, and field placements in gerontology can take place in a wide range of environments and settings, including public, private, home-based, multiple-site, and virtual. This chapter is designed to familiarize interns with several types of aging-based workplace environments and settings and to introduce them to the nuances of organizational culture. Content and activities in this chapter explore strategies for recognizing an environment’s unique characteristics and ethos, as well as ways to navigate diverse work settings effectively. While focused specifically on the field of aging, the knowledge and skills addressed in this chapter are transferable to any professional environment. For example, attention is given to the impact of technology and medical advances on providing services and how this impacts organization and workplace culture. Attention is also given to honing interpersonal communication skills, building professional relationships, and addressing workplace challenges such as discrimination, harassment, and bullying. Additional considerations in this chapter include identifying potential role models and mentors.

Learning to work and collaborate in interprofessional environments is an essential, yet often challenging feature of gerontology and geriatrics. This chapter explores the continuum of services available to older adults, the agencies that offer these programs, and the range of occupations and professionals that make up the interprofessional aging network. A brief overview of primary service entities, their basic functions, and the key public policies and regulations that govern them is provided. Consideration is given to how the system of agencies interact to coordinate and deliver needed services, as well as advocate on the behalf of older adults. As language and perspective can vary significantly between different fields within aging, content and activities in this chapter focus on promoting collaboration, enhancing communication, and working effectively to meet the varying needs of older individuals.

This chapter provides an overview of what to expect in working with older adults as clients, coworkers, tenants, residents, or patients, both in terms of physical changes, communication styles, and service provision. Demographic patterns illustrating the diversity of what is thought of as the “older population” are examined and the benefits and challenges of working with older adults are explored. Consideration is given to the importance of treating everyone as an individual and not part of a homogeneous group. Practical issues such as activities of daily living, interpersonal relationships, sexuality, elder abuse, and end-of-life concerns are also discussed. Activities in this chapter provide opportunities to hone interpersonal and communication skills, as well as to apply them to real-life scenarios drawn from experiences in the field.

Older adults and their families are highly heterogeneous. This chapter addresses diversity both within and among older adult populations and considers ways to improve service provision through flexibility and awareness. The concepts of cultural competence and cultural humility are introduced, and strategies for increasing one’s level of cultural competence are explored. It is important to note that diversity is not only about race and ethnicity but also includes age, ability, gender, geographic location, religion, sexual orientation, socioeconomic status, and so forth. Similarly, different perspectives and backgrounds are found among professionals working throughout the field of aging. Activities in this chapter promote recognizing that diversity is not the sole domain or concern of marginalized groups, that everyone has a culture and a social lens through which they view the world, and that this lens influences not only their perspective but also the way they interact with those around them.

This chapter focuses on the postinternship process of transitioning from student to professional, or for those who are already professionals, transitioning to new and advanced roles in gerontology. The breadth of careers in aging is explored, ranging from long-established opportunities to more recent entries into the field. Future career options in aging are also considered. The paths to gerontology are varied and several stories of gerontology interns who found their professional positions in the field are shared. Additionally, practical information on how to prepare and pursue a career in aging is provided, covering essential elements such as establishing a professional identity and presence, building a strong resume and portfolio, and preparing for professional interviews. Consideration is also given to the importance of engaging in continuing education throughout one’s career in this ever-changing, interprofessional field.

Stress, burnout, and compassion fatigue are common among health and human service providers. Early adoption of effective coping mechanisms is essential for a healthy and productive career in aging. This chapter examines internal and external stressors and how they can lead to burnout if not addressed. A positive, proactive approach to self-care is presented with the goal of improving work-life balance. Self-care strategies that focus on physical, mental, and emotional well-being are considered, including setting clear personal and professional boundaries, time management, valuing oneself, and acknowledging one’s needs. Activities in this chapter include identifying stressors in a professional environment and implementing basic self-care practices.

This chapter takes a step-by-step approach to identifying and securing an internship, practicum, field work placement, or similar experience in gerontology. Readers are taken from the initial stages of career exploration all the way through the process of applying for potential internship, practicum, or field placements. Professional development and reflection activities in the chapter include determining short- and long-term professional goals, assessing personal and professional strengths, and evaluating which internship opportunities might best fit one’s personal and professional requirements. Additional content and activities address practical aspects of the internship-seeking process, including networking, informational interviews, initial resume construction, cover-letter writing, and assessing one’s social media presence.

At one time, we used “old age” as a diagnosis for a resident passing. However, this is far from the truth. The body is made to operate for a long time and can do so, barring any disease or pathological processes. The problems associated with these diseases and pathological processes can accelerate death. The two groups that study aging individuals are physicians and gerontologists. This section describes the ten body systems. It discusses the phenomena that can be applied to the aging population such as changes in collagen; reduced reserve; gradual changes in the immune system; temperature response changes; postural imbalances; decalcification of the bones; decreased bone and muscle mass; urinary system; decreases in bowel function control; frequent anorexia; hearing and vision; skin; and memory. The section provides a brief description on the differing theories of aging, and the effects of exercising on aging persons.

Older Americans Act (OAA) has far reaching effects on older Americans, both inside and outside the facility. The Older Americans Act can be characterized as Congress’s response to non-institutional, primarily non-healthcare needs of the elderly. Title 20 of the Social Security Act is also a response to the primarily non-institutional needs of the elderly. Events that laid the foundation for the passage of the Older Americans Act began about 1945, when the first state, Connecticut, set up a commission concerned with the needs of older individuals. Title 1 of the Older Americans Act states the goals of the Act. Title 2 established the Administration on Aging within the Office of Human Development Services, which is within the federal Department of Health and Human Services. Title 3 authorized grants to the states to create Planning and Service Areas within which the local Area Agencies on Aging function.