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 does 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 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 at the 2021 World Economic Forum Annual Meeting in Davos, Switzerland. This interactive will serve as a guide for employers on the policies, practices, and business cases for supporting an age-diverse workforce.


    Upcoming Events
    September 23, 2020,
    11:00 AM-12:00 PM EDT 
    Webinar: Benefits of an Age Inclusive Workforce to your Bottom Line
    October 21, 2020,
    11:00-11:45 AM EDT
    Peer Learning Call for LLEL members
    November 18, 2020,
    11:00 AM – 12:00 PM EST 
    Webinar: Early Lessons & Promising Workforce Practices from COVID-19

    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

    Read Insights from the three roundtables


    Partnering Organizations

    Adecco 
    Aegon
    AIG
    Allianz
    Amgen
    AmeriTrade
    Aquent
    Aviva
    Bank of America
    Bank of Montreal
    BlackRock
    Burning Glass Technologies
    Freddie Mac
    Generali
    Guardian Life
    HSBC
    Home Instead
    Infosys
    Invesco
    Investec
    Kobo
    Manulife
    McKinsey & Company 
    Mercer

    Mongeral Aegon
    Natixis
    Old Mutual
    PZU
    Randstad
    S&P Global
    SAP
    SmartBridge Health
    The Hartford 
    Uneva Health
    UnitedHealth



    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 (UK) 
    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 (Hong Kong) 
  • Webinar Series

    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 Today's Newsletter:
    Living, Learning, Earning Longer Collaborative Newsletter – August 19, 2020

    Today's Newsletter
    1. Executive Update
    2. Upcoming Events
    3. Data Point of the Day
    4. AARP Insights
    5. Featured Promising Practice
    6. Multigenerational Workforce News
    7. Relevant Resources & Reports
    8. Stepping Into the Future
    9. Join Us!
    10. Demonstrate Your Commitment to Experienced Workers 
    11. Archives 
    Dear Executives,
     
    Throughout history, all great leaders have weathered the crises they faced while keeping an eye on rebuilding afterwards. Woodrow Wilson, our 28th U.S. President, famously said “The only use of an obstacle is to be overcome. All that an obstacle does with brave men and women is, not to frighten them, but to challenge them.” We all have been challenged this year by the pandemic, economic crisis, and racial unrest. During some of our peer learning calls, we heard from many of you about the different leadership approaches you are taking to help your workforce navigate through these challenging times. The ability to be nimble and pivot, have a growth mindset, and lead with grace and humility are just a few attributes that many successful leaders are using to support their workforce and position their organizations for growth and opportunity as we recover and rebuild.
     
    A key part of that growth and rebuilding strategy is the workforce and we have an opportunity — collectively — to create policies and practices that support employees across all ages. In fact, we recently released our Global Employer Survey of nearly around 6,000 employers in 36 OECD countries to explore in-depth the steps employers are taking to create age-inclusive workforces. The results show that though 83 percent agree that a multigenerational workforce is key to business growth and success, but more than half of respondents indicate they do not reflect this value in their diversity and inclusion policies. For example, 53 percent do not include age in those policies. In addition, 59 percent do not include gender, 63 percent do not include race or ethnicity, and 71 percent do not include sexual orientation. The good news is that 73 percent of employers are willing to learn more about meeting the needs of a multigenerational workforce and this report lays out steps for doing this. To view all the results and check out our infographic, see our full report.

    We also invite you to watch a webinar we cosponsored with Thomson Reuters, “Five Generations, One Workforce: The New Normal of Office Culture,” with a panel discussion on the findings of the report. AARP and Reuters will also hold three fireside chats on this topic. They are scheduled to appear online on August 26, September 16, and October 7, at www.reuters.com/the-world-at-work.
     
    We also continue to publish, in both English and Spanish, information and tips daily on our website at aarp.org/coronavirus and global resources at www.aarpinternational.org. Below are additional resources you might find useful:
    • LLEL member AMGEN's new white paper and infographic on the SHIFT (Scaling Healthy ageing, Inclusive environments, and Financial security Today) Index and creating inclusive environments for aging populations.
    • AARP continues to host weekly Tele-Town Halls with the nation’s top coronavirus experts so that you can ask questions and hear the latest on the health and lifestyle recommendations that are continually being released.
    Together, we can make a difference. I encourage you to send your thoughts, experiences, and insights to thoughtleadership@aarp.org.
     
    Best,

    Jean C. Accius, PhD
    Senior Vice President of Global Thought Leadership
    AARP
    LinkedIn | @JeanAccius | Jean Accius’ Bio
    • August 27, 2020, at 1:00 PM (EDT): Webinar: On the Verge: Our Collective Destiny for Healthier and Longer Lives. Register for the webinar here.
    • September 23, 2020, at 11:00 AM (EDT): Webinar: Benefits of an Age-Inclusive Workforce to Your Bottom Line. Register for the webinar here.
    • November 18, 2020, at 11:00 AM (EST): Webinar: Early Lessons & Promising Workforce Practices from COVID-19. Registration coming soon.
    • January 20, 2021, at 11:00 AM (EST): Webinar: Launch of Interactive Digital Learning Platform. Registration coming soon.
        
    Policies and Practices to Ensure Multigenerational Equity in Your Workforce
    By Shruti Singh, Labor Market Economist - OECD
    Today’s topic on diversity and inclusion strategies is a key component of employment practices when creating age-friendly or age-inclusive workforces. Unfortunately, as many of us know, age discrimination and negative employer attitudes towards certain age groups of workers are still major obstacles to long and productive working lives.
     
    According to the International Survey of Social Survey Programme, which is conducted across 28 Organisation for Economic Co-operation and Development (OECD) and non-OECD countries, age discrimination was by far the most common reason given by respondents when applying for a job or not being considered for a promotion. This is bad because it is detrimental to productivity and economic growth, as it limits the available pool of talent and experience in the workforce.
     
    Much progress has been made over the past decades in the area of legislation when it comes to tackling age discrimination. In all OECD countries, employers are bound by legislation that prohibits explicit age discrimination in the form of firing or refraining from hiring someone due to age. Still, it is sometimes difficult to enforce discrimination laws because regulations are too complicated or individuals do not fully understand their rights.
     
    Even though considerable advances have been made to change mindsets, overall, there remains considerable opportunity to implement more robust systems to prevent age bias in recruitment processes.
     
    Alongside public policy, in view of labor shortages and demographic change, diversity and inclusion (D&I) strategies have gained importance as a way to recruit and retain suitable workers. But more can be done in this regard too.
     
    A key message from the Global Employer Survey report is that D&I strategy needs to move past tokenism. In other words, D&I strategies alone without concrete action, are not sufficient for ensuring inclusiveness in the workplace. Unfortunately, the same AARP survey revealed that concrete policies that help create a multigenerational workforce, such as unbiased recruiting processes, phased retirement programs, or lifelong-learning opportunities, are hardly adopted by some employers.
     
    Research suggests that it is very difficult to eradicate implicit or subconscious biases on hiring outcomes by means of written policies. Instead, use of tailored software and “age blind” hiring processes are more robust ways to draw talent across all ages and overcome stereotypes at all stages of the hiring process, including job advertisements, interviews, and selection decisions. 
    Attracting and retaining mature-age workers
     
    There are a number of strategies that businesses can deploy to increase the retention rates of workers over the age of 60 and encourage them to work beyond the traditional age of retirement. Adecco, a global staffing firm that has been operating or more than 50 years, embraces this approach through its Mature Workers Program.
     
    Adecco highly values experienced workers in the workplace and takes steps to put them there. It has received the AARP Best Employers for Workers Over 50 distinction four times since 2002, and participates in the AARP Employer Pledge Program. 
     
    “Companies should consider inclusion strategies as a part of their core business model,” said Erica Page, Adecco Australia’s Director of People and Culture. “By implementing inclusion programs, specifically tailored to Baby Boomers and Traditionalists in the workforce, employers can expect to see an increase in retention among all generations.”
     
    Adecco’s Mature Workers Program was created with the goal of establishing an age-friendly workplace by ensuring it has policies in place to eliminate stereotyping and discrimination against older employees. For example, older workers often have more commitments around extended family and caring for others. Flexible work arrangements can encourage them to stay in the workforce longer. These can be offered in various forms including:
    • Flexible Work: Scaling back to part-time positions, job-sharing, or allowing flexible work hours to allow older employees to honor outside commitments and still contribute to the business, allowing everyone to benefit.
    • Role swapping: Older workers may prefer to transfer to a role with reduced pay and reduced responsibilities. This is a win-win, as the organization retains corporate knowledge and skills while the employee is given a less-demanding, but still rewarding job.
    • Phased retirement: Valued mature-age workers can stay engaged with the business longer by offering them a customized phased-retirement plan, which gradually reduces their working time or workload over an agreed period.
    • Training and upskilling: One of the biggest myths around Baby Boomers is that they no longer wish to upgrade their skills. On the contrary, upskilling older workers and helping them maintain relevant skills to meet the requirements of the workplace and keep up with the pace of change is a highly valued motivator for most mature-age workers.
    • Pre-retirement career planning: Speak to employees as they enter their early 50s and map out the next decade of their working life.
    To learn more about Adecco’s Mature Workers Program, go to: https://www.adeccousa.com/about-adecco-staffing/adecco-programs-partnerships/mature-workers/.
    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. At the 2021 World Economic Forum Annual Meeting in Davos, Switzerland, we will release our conclusions and recommendations in a digital learning platform.
    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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  • Research
  • Peer Learning Calls

    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

    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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