The 25 Best Employers for Workers Over 50

Photographs by Stuart O’Sullivan

November-December 2003

See how the best companies stack up when measured by their recruiting practices, health benefits, and other qualities

Scroll below the chart for details on the qualities—recruiting practices, training opportunities, health benefits, pension plans, and alternative work arrangements—evaluated by the chart.

	Recruiting Practices	Training Opportunities	Health Benefits	Pension Plans	Alternative Work Arrangements
1. Baptist Health South Florida	5	5	3	2	5
2. Adecco Employment Services	5	5	4	3	5
3. Children's Health System	5	4	4	3	5
4. The Aerospace Corporation	5	4	4	4	5
5. Principal Financial Group	5	4	3	5	5
6. Freeport Health Network	4	4	4	4	5
7. SSM Health Care-St. Louis	5	5	3	4	5
8. Ultratech, Inc.	4	5	4	2	5
9. Bon Secours Richmond Health System	5	5	3	4	5
10. Deere & Company	5	4	5	5	5
11. Roche	3	4	4	4	5
12. St. Mary's Medical Center	4	5	3	4	5
13. First Tennessee National Corporation	4	4	2	5	5
14. The Ohio State University Medical Center	5	4	3	3	5
15. Pinnacle West Capital Corporation	4	4	4	4	5
16. Massachusetts Institute of Technology	3	5	2	4	5
17. Augusta Health Care, Inc.	3	3	3	4	5
18. Volkswagen of America, Inc.	5	4	4	4	4
19. West	4	4	4	4	5
20. Farmers Insurance Group of Companies	5	4	3	4	4
21. Lincoln Financial Group	5	3	2	4	5
22. Whirlpool Corporation	5	3	3	5	5
23. The MITRE Corporation	5	3	3	2	5
24. Scottsdale Healthcare	4	4	4	3	5
25. Brethren Village	4	4	2	4	4

How to read the chart
This chart shows how we rated five key aspects of each employer's performance, from one (worst possible) to five (best possible). The qualities listed represent only five of the many used, so the totals here may not reflect each employer's overall ranking.

Recruiting Practices
AARP reviewed how companies seek out older workers. Among the measures: Are ads placed in publications targeting diverse age groups? Do they and other recruiting materials appeal to workers of all ages?

Training Opportunities
An important part of any job is keeping skills sharp. AARP evaluated not only the continuing education programs companies provided, but also how aggressively they encouraged older workers to take part in them. Ditto for perks such as career counseling.

Health Benefits
We weighed the merits of each company's medical, prescription drug, vision, and dental insurance coverage. We also looked for extras like long-term care insurance and short- and long-term disability insurance.

Pension Plans
Key measures: Do they offer a traditional defined-benefit plan (better for longer-term employees) or a defined-contribution plan (better for younger workers)? Do they have other financial incentives like stock options or profit sharing?

Alternative Work Arrangements
We looked for opportunities like flextime and telecommuting. Another grade booster: phased retirement, which allows workers to gradually decrease their hours.

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