AARP International

How and Why Modern Employers Should Embrace Longevity

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.

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



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.

Calendar of 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

Partnering Organizations
Aegon
AIG
Allianz
Amgen
AmeriTrade
Bank of America
BlackRock
Generali
Guardian Life
Home Instead
Invesco
Investec
Manulife
Mercer
Old Mutual
Standard & Poor’s GlobalThe Hartford 

Knowledge Partners
Canadian Association of Retired Persons (CARP)
Center for the Future of Aging, Milken Institute
Global Financial Literacy Excellence Center
(George Washington University School of Business)
Mailman School of Public Health
(Columbia University)
Sau Po Centre on Ageing
(The University of Hong Kong)
Stanford Center on Longevity
(Stanford University)


Contact for more information

Jeffrey Gullo, AARP

jgullo@aarp.org 

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