AARP International

How and Why Modern Employers Should Embrace Longevity

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  • About LLEL

    Join AARP, the World Economic Forum, OECD and  50 employers in a learning collaborative to identify and share multigenerational, inclusive workforce practices.

    Trends and Opportunities
    As people live longer, healthier lives, many will want or need to work longer. Longevity thus presents an opportunity and responsibility for governments, employers, and people of all ages to reimagine what it means to earn and learn over a lifetime. This initiative seeks to engage 50 employers in a learning collaborative to identify and share multigenerational, inclusive workforce practices.


    Action to be Taken
    Although governments can and should support the development of multigenerational, inclusive workforces, employers are best positioned to lead the charge.

    Success will benefit the economy, businesses and employee growth and satisfaction. To do so, it is essential that employers:
    Ensure individuals remain employable throughout their lives with continued education and training,
    Enforce policies that prevent age discrimination, and adopt age-inclusive policies, and
    Provide opportunities for workers to remain and grow on the job.
     
    Project Objectives
    The World Economic Forum, AARP, and partner organizations agree to share existing resources and, where knowledge gaps exist, collaborate on new research to help employers build, support and sustain multigenerational workforces.

     


    Three dimensions have been identified by which to examine inclusive employment:

    Create: How do corporate culture and climate affect the quality of employment for all generations? Be it through access to meaningful work, a culture of respect, inclusion, and equity, or employment security and predictability.

    Invest: What are the standards, policies, and practices to support a well-functioning multigenerational workforce? Important areas include recruitment, assessment and retention practices, compensation and benefits, lifelong learning, health and wellness benefits, caregiving services, physicality of the workspace and options for phased retirement.

    Prosper
    :
    How can employers and employees translate a more age-friendly environment into business and personal growth? Employers who can retain market-valued intellectual capital, raise the stability and engagement of highly skilled employees and deliver products and services designed by a representative workforce stand to benefit. Employees with access to resources revitalizing skills can lead to greater personal financial security and self-fulfillment.

     

    Timeline

    This initiative will be conducted in three phases:
    I.) Launch and Partnerships;
    II.) Study and Consensus; and
    III.) Release and Promote. In addition to conducting extensive desk research, a series of regional workshops between summer 2019 and fall 2019 will convene a diverse set of international thought leaders to engage in dialogue, share existing resources, highlight meaningful case studies, and consider business rationales and incentives for employers to support a multi-generational, inclusive workforce.

    This work will culminate in a digital learning platform to be launched in December 2020. This interactive will serve as a guide for employers on the policies, practices, and business cases for supporting an age-diverse workforce.


    Past Events
    July 30, 2019 (North America – New York City)
    Regional Executive Workforce Roundtable

    September 17, 2019 (Asia – Singapore)
    Regional Executive Workforce Roundtable

    October 4, 2019 (Europe – Paris)
    Regional Executive Workforce Roundtable

    December 16, 2020 (Virtual)
    Launch of new digital learning platform and release of OECD research report
    Read Insights from the three roundtables


    Partnering Organizations

    Adecco 
    Aegon, Center for Longevity and Retirement
    AIG
    Allianz
    Amgen
    Aquent
    Atos
    Aviva
    Avnet
    Bank of America
    Bank of Montreal
    Barclays
    Biogen
    BlackRock
    Burning Glass Technologies
    Clear Channel Outdoor
    Critical Mass
    Fidelity Investments
    Forbes Media
    Fortune
    Freddie Mac
    General Mills
    Generali
    Guardian Life
    Home Instead Senior Care
    HSBC
    Infosys
    Invesco
    Investec
    Kobo
    ManpowerGroup
    Manulife
    McKinsey & Company 
    Mercer
    ModSquad
    Mongeral Aegon, Instituto de Longevidade
    National Association of Federally-Insured Credit Unions
    Natixis
    Old Mutual
    Oliver Wyman
    Pitney Bowes
    Project Management Institute
    PZU
    Randstad
    S&P Global
    SAP
    SmartBridge Health
    TD Ameritrade
    The Hartford
    Thomson Reuters
    Uneva Health
    UnitedHealth Group

    Knowledge Partners
    Aging Studies Institute (Maxwell School of Citizenship and Public Affairs at Syracuse University)
    Canadian Association of Retired Persons (CARP)
    CanAge
    Center for the Future of Aging, Milken Institute
    Centre for Ageing Better 
    Global Financial Literacy Excellence Center (George Washington University School of Business)
    Mailman School of Public Health (Columbia University)
    MIT AgeLab
    National Academy of Social Insurance
    Partners in Change
    Sau Po Centre on Ageing (The University of Hong Kong)
    Stanford Center on Longevity (Stanford University)
    Wise at Work  
  • Webinar Series

    Webinar Series: Early Lessons & Promising Workforce Practices from COVID-19

    During this webinar, Phillip Taylor, professor of management at Federation University Melbourne and an associate at Partners in Change, and Vievette Henry, global head of organizational effectiveness & inclusion at AIG, discuss the business sector’s early lessons & promising workforce practices from COVID-19..


    Webinar Series: The Benefits of an Age-Inclusive Workforce to Your Bottom Line

    Featured presenters Laura Tamblyn Watts, president and chief executive officer of CanAge, Canada’s national seniors’ advocacy organization, and Susan Johnson, chief diversity & inclusion officer at The Hartford, talk about their respective organizations’ work in building more age-inclusive systems that result in growth and economic security.


    Webinar Series: Including Age in Diversity & Inclusion Strategies

    Presenters Michael North, assistant professor of Management and Organizations at The Stern School of Business, New York University and Mike Mansfield, program director at the Aegon Center for Longevity and Retirement discuss research findings behind implementing age-inclusive workforce strategies.

    Webinar Series: Reskilling and Upskilling Workers

    Presenters Anna Dixon, chief executive at the Centre for Ageing Better, and Lara Hallett, people consultant at Investec, talk about their organizations’ approaches to supporting learning and professional development of workers

    Webinar Series: Investing in Your #1 Resource: Your Workers

    In this webinar, our featured presenters are Dr. Vivian Lou, the director of Sau Po Centre on Ageing at The University of Hong Kong and Edward Moncreiffe, who is the CEO at HSBC Life (International) Limited. They discuss how Sau Po Centre on Ageing and HSBC Life have partnered to identify a local labor force concern and generate relevant workplace accommodations that better support workers.

    Webinar Series: Building Multigenerational Teams Across the Workplace

    In this webinar, Martha Deevy, Associate Director and Senior Research Scholar from the Stanford Center on Longevity and Haig Nalbantian, Senior Partner, Workforce Sciences Institute at Mercer will share research data and discuss the importance of “Building Multigenerational Teams Across the Workplace

    Webinar Series: Creating an Age-Inclusive Workplace Culture

    In this webinar, you will hear from Future-of-Work Strategist Heather McGowan and Jisella Dolan, from Home Instead Senior Care, who are thinking deeply about the benefits of implementing an age-inclusive workplace culture

    Webinar Series: Why a Multigenerational Workforce is Becoming a Business Priority

    In the first webinar of the Living, Learning and Earning Longer Collaborative series, OECD Labor Economist Shruti Singh and Bank of America executive Aubrey Long discuss the research on changing global demographic trends and why a multigenerational workforce is good for business.

  • Newsletter

    Read ThE Latest Newsletter:
    Living, Learning & Earning Longer Collaborative Newsletter – December 21, 2020

    Dear Executives,
     
    The past year has tested us in ways that we have never before seen, but the recent approval of COVID-19 vaccines by the Food and Drug Administration is sparking hope and allowing us to truly look towards the future. As 2020 comes to a close, I wanted to update you on both the Living, Learning & Earning Longer (LLEL) Collaborative’s current efforts and future plans.
     
    We’re excited about the release of the new report from the Organisation for Economic Co-operation and Development (OECD), Promoting an Age-Inclusive Workforce: Living, Learning & Earning Longernow featured on our digital learning platformThis report comes as a result of a collaboration between AARP, the OECD, and the World Economic Forum and draws on some of the learnings and promising practices from our Collaborative to support a multigenerational workforce. I found the following points from the OECD report particularly compelling:
    • We could boost GDP per capita by 19 percent in 2050 on average in OECD countries by extending working lives.
    • When younger and older employers work together, learning is shared across ages and productivity increases. A firm that has a 10 percent higher share of workers aged 50 and over than the average is 1.1 percent more productive.
    • The employment practices that have been shown to retain older employees at higher rates also benefit and increase retention of all workers within a firm. These include flexible work arrangements, experiential learning, mid-career reviews, and support for the health and well-being of employees.
    The report features an action plan and checklist to mobilize, maintain, and maximize an age-diverse workforce, as well as case studies from companies across several industries. As our CEO, Jo Ann Jenkins, said during the release of both the report and digital learning platform at the AARP and Forbes launch event, “Age should not define when we stop working and learning.” You can view the launch event at: https://www.forbes.com/sites/forbesleadershipteam/2020/11/18/the-benefits-of-multigenerational-workforce/.

    We hope you’ll find all these resources just as valuable as we do in our collective efforts to create an age-inclusive workforce.
     
    In staffing news, please join me in welcoming Melissa Grober-Morrow as our new thought leadership director for financial resilience to the LLEL team. Melissa joined us in November and comes to us from Prosperity Now, where she served as the director of savings and financial capability for five years and most recently as a fellow to support all programmatic resource development. Please see her article below and look forward to more outreach from Melissa as we move towards new engagements in 2021.
     
    Finally, I want to thank all of you who completed the end-of-year survey for LLEL partner organizations and knowledge partners. We conducted this survey to get your feedback on what you found valuable from the Collaborative engagements and what you would like to see in the coming year. We are excited by the responses we have already received and are looking forward to implementing many of the suggested changes in 2021. After the New Year, we will update you on the new schedule of engagements for the Collaborative.

    As always, I encourage you to send your thoughts, experiences, and insights to thoughtleadership@aarp.org. Thank you for your support of the LLEL Collaborative this year, and best wishes to all of you this holiday season.
     
    Warmly,

    Jean C. Accius, PhD
    Senior Vice President of Global Thought Leadership
    AARP
    LinkedIn | @JeanAccius | Jean Accius’ Bio
        

    Women in the Workplace During the COVID-19 Era and Beyond
    By Melissa Grober-Morrow, Director, Thought Leadership - Financial Resilience, AARP
    LinkedIn
     

     
    Many articles have been written in the last few months on the disproportionately large drop in women’s participation in the labor force due to COVID-19 and the demands of caregiving (see here and here for examples). Caregiving for children and older adults tends to fall on women more often than men, and this pandemic period has been especially tough on mothers supporting children when schools are closed or caring for an aging parent or loved one. There are many obvious impacts on women, from decreased earnings to increased strain on emotional and mental health. In addition, the wealth gap is widening for women—particularly women of color. But there has been limited focus on the impact of women’s decreased labor participation on companies and the global economy. This left me wondering: What are companies doing to support women at work?
     
    We know that workplace supports like paid sick leave and paid family leave are valued by workers across life stages and ages. They are also good for the corporate bottom line, leading to increased productivity and retention and reduced absenteeism. We’ve also seen many companies respond to the COVID-19 crisis by providing more flexibility to workers, including the ability to work from home and flexible work hours. In addition to being the right thing to do for the sake of public health, these flexible supports are also likely to yield improved returns to companies. Companies that offer their workers flexibility tend to retain female employees at higher rates than other companies, which will make them more competitive in the long run. The OECD reports that “extending working lives could boost GDP per capita by 19 percent in 2050 on average in OECD countries,” but we won’t be able to realize this boost if we leave women behind.
     
    Through the Living, Learning & Earning Longer Collaborative, we are exploring the policies and supports that companies are testing to improve conditions that enable a thriving multigenerational workforce. We believe that many such supports, like flexible working hours and dependent care benefits, will lead to increased workforce participation by women and will bring long-term economic benefits to companies and society alike.
     
    We want to hear from you. Have you shifted your practices to support women at your company? How have those shifts been received by employees? Contact us at: thoughtleadership@aarp.org.  
    Maintaining a Healthy Workforce… Literally
     
    A huge component of our own personal strength is our health and wellness. In turn, healthy employees make for a strong workforce. Pitney Bowes, an American technology company specializing in mailing equipment and services across the world, provides programs and resources to support and motivate its employees and family members to be healthy and energized. These include affordable access to health care, nutrition and fitness programs, back health and ergonomic programs, and free preventive care screenings.
     
    Pitney Bowes’ five on-site medical clinics in the U.S. provide free access to roughly 20 percent of its employees. In 2015, its clinics recorded 37,366 total patient visits/encounters, up from 33,000 in 2014. More than 2,500 employees took advantage of clinic health screenings for skin and breast cancer, vision, hearing, blood pressure, and biometric screenings. Other clinic offerings include workshops on topics such as sleep disorders, smoking cessation, back health, parenting, elder care, and CPR certification.
     
    Last year, Pitney Bowes’ U.S. clinicians also reached out in other ways, including offering flu shots to employees right in their own departments, updating the company’s Pandemic Preparedness Plan, and expanding its Travel Medicine Program. In 2015, Centers for Disease Control and Prevention (CDC) alerts were added to Pitney Bowes’ travel itineraries.
     
    Beyond the reach of the clinics themselves, 14 percent of U.S. employees and family members are enrolled in Amwell, Pitney Bowes’ telehealth service. This program provides virtual access to a network of doctors and providers, including the Pitney Bowes medical staff. In addition to direct one-on-one consultation at home, the program also includes a mobile app for use while traveling.
     
    Pitney Bowes We’ve Got Your Back program helps prevent back issues by making healthy practices fun for employees and family members. Using a game format, the program focuses on improving everyday ergonomics, performing stretching and strengthening exercises, adopting prevention strategies, and learning best practices for dealing with injuries. Launched in 2014, the program now has an enrollment of nearly 500.
     
    Where feasible, Pitney Bowes also encourages flexible working arrangements to help employees manage the demands of work and home. For several years, its Agile Work program has enabled employees to reduce the time and expense of commuting while working efficiently from multiple locations. In addition, its SitterCity® and Culture Au Pair program benefits help U.S. employees locate caregivers, whether for a child, aging adult, pet, or house. Pitney Bowes also provides tools to help employees develop flexible working proposals. In addition to telecommuting, flexible options may include compressed work weeks, part-time assignments, and variable work schedules. For U.S. employees, the It’s Your Life resources program offers information and services on counseling, summer camps, child and adult daycare, and much more.
     
    To learn more about Pitney Bowes’ flexible work and health and wellness programs, go to https://www.pitneybowes.com/uk/our-company/corporate-responsibility/health-and-wellness.html.

    The Living, Learning & Earning Longer Collaborative is working with global companies to refine the business case for age diversity and highlight promising practices from around the world. With WEF and OECD, AARP is considering the complexity of the multigenerational workforce when evaluating an organization’s recruitment and retention practices, flexible work and caregiving benefits, lifelong learning and training, and assessment procedures. 
     
    Our findings will identify standards, policies, and practices to support an age-diverse and inclusive workforce ecosystem, ensuring an activated multigenerational workforce that can deliver innovation and resilience in the face of economic and global uncertainty. This work will culminate in a digital learning platform to be launched in December 2020. This interactive will serve as a guide for employers on the policies, practices, and business cases for supporting an age-diverse workforce.
    Join AARP, the World Economic Forum, the OECD, and at least 50 employers in a Living, Learning & Earning Longer Collaborative to identify and share multigenerational, inclusive workforce practices. To formally join the Learning Collaborative, contact Jeffrey Gullo at AARP or Haleh Nazeri at the World Economic Forum.

    The AARP Employer Pledge Program is a nationwide group of employers that stand with AARP in affirming the value of experienced workers and are committed to developing diverse organizations.
    Employers who sign the Pledge agree that they:
    • Recognize the value of experienced workers
    • Have immediate hiring needs
    Demonstrate your organization’s commitment by signing the AARP Employer Pledge:
     
    “We believe in equal opportunity for all workers, regardless of age, and that 50+ workers should have a level playing field in their ability to compete for and obtain jobs. Recognizing the value of experienced workers, we pledge to recruit across diverse age groups and to consider all applicants on an equal basis as we hire for positions within our organization.”
    Sign the Pledge!
    We encourage you to share this newsletter widely with your colleagues and other stakeholders.
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    Copyright © 2020 LLEL Project, All rights reserved.


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  • Research
  • Peer Learning Calls


    During this October 21, 2020 Peer Learning Call, LLEL members share promising practices and discuss age-inclusive

    On June 24, LLEL Collaborative members shared insights and discussed ways they are integrating age equity in diversity and inclusion practices

    During the April 22 Peer Learning Call, exclusively for LLEL members, participants shared what their businesses are doing to support their employees and how they’re rethinking workplace systems in light of the spread of COVID-19. 

  • Covid-19 Resources for Employers

    Issue Brief: Strategies for Assessing Employee Retention During COVID-19

    This brief offers 5 considerations business should take when thinking about staffing priorities in the midst of economic uncertainty.
    Read full Issue brief

    COVID-19 Resources for Employers: An Interview with Muriel Roake, Principal Consultant, Muriel Roake and Associates, New Zealand

    AARP's Senior Vice President for Global Thought Leadership Jean Accius speaks with Muriel Roake, Principal Consultant at Muriel Roake and Associates in New Zealand about what to consider when having supportive conversations with employees during COVID-19.

    Issue Brief: Supportive Conversations with Your Workers as the Age at Work

    This brief offers ideas to consider when having conversations with employees about transitions regarding retirement discussion, layoffs or other circumstances that may require delicate navigation.
    Read full issue brief

    Issue Brief: Supporting Workers of All Ages and Life Stages Through COVID-19 and Beyond

    This brief outlines ways to support all of your employees and uphold the pillars of safety, respect, equality, and privacy. 
    Read full issue brief

    COVID-19 Resources for Employers: An Interview with Professor Phil Taylor, Federation University Australia

    Jeff Gullo speaks with Professor Philip Taylor, Discipline Head of Management and a professor of human resource management at Federation Business School, Federation University Australia, about investing in employees during difficult times.

    COVID-19 Resources for Employers: An Interview with Geoff Pearman, Partners in Change

    Ramsey Alwin hosts a conversation about supporting employees during transitions with Geoff Pearman, managing director at Partners in Change, a consultancy firm based in Dunedin, New Zealand


Contact for more information

Jeffrey Gullo, AARP

jgullo@aarp.org 

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