The number of psychologists prepared to work with older adults falls far short of the demand. In the face of perceptions of a worsening geriatric workforce shortage, we describe the process of developing and implementing a national virtual conference aimed at generating solutions. A preconference survey (n = 174) found fewer applicants than desirable for aging-targeted graduate student, trainee, clinician, or academic positions (58.6%) and decreased student interest in aging (43.7%), with downstream consequences of filling age-targeted positions by those without aging backgrounds (32.3%), difficulty securing funding for aging-related positions (28.7%), and loss of aging-related positions (27.0%). Two fifths (40.7%) felt these problems have worsened as compared to 5 years ago. Qualitative responses provide detailed perspectives on these barriers and strategies generally and in particular as relates to racial and ethnic diversity and academic geropsychology. During a 2-day conference, attendees developed and prioritized strategies. Following a postconference survey to ascertain interest in volunteering, seven work groups were formed that have made progress on these issues. A virtual conference provides an inclusive, cost-effective, and fruitful opportunity to discuss workforce concerns in geropsychology and to generate numerous ideas to promote positive change.

中文翻译：

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建设老年心理学队伍：全国调查和虚拟会议确定了关键障碍和前进步骤。

准备与老年人合作的心理学家数量远远低于需求。面对老年劳动力短缺日益严重的看法，我们描述了制定和实施旨在产生解决方案的全国虚拟会议的过程。会前调查（n = 174）发现，以老龄化为目标的研究生、实习生、临床医生或学术职位的申请者数量少于预期（58.6%），并且学生对老龄化的兴趣下降（43.7%），从而产生了填补以年龄为目标的研究生、实习生、临床医生或学术职位的下游后果没有老龄化背景的人（32.3%）、老龄相关职位融资困难（28.7%）以及老龄相关职位流失（27.0%）。五分之二（40.7%）的人认为这些问题与 5 年前相比有所恶化。定性回应提供了对这些障碍和策略的详细观点，特别是与种族和民族多样性以及学术老年心理学相关的障碍和策略。在为期两天的会议中，与会者制定了战略并确定了优先顺序。经过会后调查以确定人们对志愿服务的兴趣后，成立了七个工作组，并在这些问题上取得了进展。虚拟会议提供了一个包容性、成本效益高且富有成果的机会，可以讨论老年心理学中的劳动力问题，并产生大量想法来促进积极的变革。