There is a scarcity of adequately trained social workers to meet the needs of an aging population (Administration on Aging, 2000a). A major study indicates that there are national shortages of geriatric care personnel in the medical, mental health, and social service professions who are prepared to provide effective services for the nation’s older population (Dawson & Santos, 2000). Labor force projections indicate that approximately 60,000 to 70,000 social workers trained in aging will be needed within the next twenty years (Council on Social Work Education, 2000). Social work educators report that geriatric programs are loosing interested students and faculty due to a lack of grant support for aging related programs (Dawson & Santos, 2000). Only 2.7% (938) of the nearly 35,000 students pursuing social work degrees select an aging concentration (Lennon, 1999).
The workforce shortage will be acute as the need for social workers competent in aging issues increases over the next decades. Educational outreach, career incentives, and financial opportunities are needed to attract qualified social workers with specialization in gerontology. Moreover, all social workers should have basic competence in aging (Council on Social Work Education, 1992). This is necessary, since most social workers serve older persons and their families either directly or indirectly (Scharlach et al., 2000).
Barriers to creating a competent and qualified geriatric social work force have been identified (Lubben, Damron-Rodriguez & Beck, 1992). Lack of trained faculty, aging curricula and financial incentives contribute to these barriers and are obstacles in attracting students to the field of gerontology. In contrast, when these barriers are creatively and competently addressed, student interest rises (Lubben, et. al., 1992).