Sure, thanks.
I think we often see this, and there are a couple of things I would say. First of all, we've focused a lot of attention on helping older workers repackage themselves and maybe look at their transferable skills. But what we haven't done is to help employers see what the business case is for them. I think that is a really big piece. Employers need to see the numbers. They need to understand that in fact employers who are investing in their older workers and investing in different kinds of strategies are saving hundreds and thousands of dollars.
There are business cases out there, but our focus naturally has been on older workers themselves. Now the big gap is helping employers see that there are different kinds of strategies they can use that are very effective, that will save them a lot of money, and repositioning the fact that older workers are very loyal. They're not going to be leaving you in two to three years' time. The lower turnover costs are going to be very helpful to an employer, saving them a lot of money.
Those are the kinds of cases that we present to employers, as well as packaging up the toolkit and helping employers see that while the toolkit is looking at older workers, it's actually to help your younger workers get their foot in the door.
So it's kind of repositioning, making sure that employers see what the value is for them.