Promote Economic Opportunity

Longer lifespans and the growing population of older adults present both opportunities and challenges for the Maryland economy. Planning ahead to secure the roles of caregivers and older workers will lead to a stronger workforce and better quality of life for all Marylanders as we age.

Track Progress

Objective 1: Strengthen Maryland’s ongoing commitment to family caregivers.

Strategies

  • Increase the capacity of state agencies and the Maryland Commission on Caregiving to adopt actions within the National Strategy to Support Family Caregivers.

  • Improve coordination between state-led caregiver support programs such as the National Family Caregiver Support Program, Kinship Care, and the Lifespan Respite Care Program, including through collaboration with the National Technical Assistance Center on Grandfamilies and Kinship Families and other technical assistance partners.

  • Explore the recommendations within the 2024 Together in Care initiative, including the adoption of a coordinated statewide training initiative for paid and unpaid caregivers.

  • Collaborate across state agencies to formulate policy that increases the opportunity for people to work more years with more flexibility, supporting family care across the lifespan.

  • Expand the reach of existing caregiver support programs to underserved populations through targeted and culturally appropriate outreach in collaboration with federal, state, and local partners.

  • Improve Maryland’s No Wrong Door access to information and supports for family caregivers. 

  • Adopt policies for home- and community-based services and health care delivery that ensures the incorporation of caregivers in the care team, when appropriate.

Outcomes

Short Term (1-3 Years)

  • Enhance service delivery models to align with key national strategies

  • Increase awareness of caregiving programs and benefits

Mid Term (4-6 Years)

  • Develop collaborative data sharing and evaluation methods

  • Advance training opportunities for caregivers

Long Term (7-10 Years)

  • Increase the number of caregivers who access supportive resources

Objective 2: Improve the quality of direct care careers.

Strategies

  • Explore opportunities to address the recruitment and retention of direct care workers by providing a living wage and access to benefits.

  • Engage direct care workers as participating stakeholders in the design of relevant state policies to improve the quality of direct care careers.

  • Identify and implement career pathways focused on skills-based job opportunities for direct care workers to utilize past lay experience and credentialed certifications to enter or re-enter the workforce.

  • Explore the adoption of recommendations of the 2024 Together in Care initiative, including the development of direct care worker registries.

Outcomes

Short Term (1-3 Years)

  • Identify existing workforce development supports for direct care workers

Mid Term (4-6 Years)

  • Expand training opportunities for the direct care workforce

Long Term (7-10 Years)

  • Increase living wage and benefits for direct care workers

Objective 3: Increase the number of Maryland employers that promote sustainable career opportunities using age-inclusive policies and practices.

Strategies

  • Evaluate the impact of the paid and unpaid older workforce on Maryland’s economy.

  • Evaluate age- and retirement-related policies and requirements and identify opportunities for modernization.

  • Lead the effort to encourage Maryland employers to adopt age-inclusive policies and practices by implementing age-friendly employer certifications through the State of Maryland.

  • Improve coordination and collaboration between Area Agencies on Aging and American Jobs Centers in providing access to supportive services and employment supports, including the Senior Community Services Employment Program (SCSEP).

  • Support public- and private-sector employers in building their capacity to recruit, hire, and retain employees age 50 and over of all backgrounds and abilities.

  • Create pathways for workers age 40 and over to upskill, reskill, and pursue career changes to in-demand occupations, such as health care, education, and information technology.

Outcomes

Short Term (1-3 Years)

  • Improve coordination between OAA programs

  • Identify resources to evaluate the impact of older workers

  • Receive age-friendly employer certification

Mid Term (4-6 Years)

  • Create recruitment and retention resources for the older adult workforce

  • Track employers using age-inclusive policies and practices

Long Term (7-10 Years)

  • Increase employers using age-inclusive policies and practices

Potential measures of impact:

  • Improve the health, welfare, and financial stability of caregivers

  • Increase wages, access to training, and workforce development programs for direct care workers

  • Increase employment and opportunities for advancement for direct care and older adult workers