Resolve to build an age-inclusive workforce
Creating an age-inclusive workforce is essential for the new demographic reality, in which labor markets are tightening, demand for products and services is changing, and consumer targets and segmentation are shifting older.
For one, age-inclusion helps to tap into the wealth of knowledge, skills, and experience that older workers can bring to the table. By valuing and including the contributions of older workers, organizations can benefit from their diverse perspectives and expertise. There's the added value of knowledge spillover, which typically occurs when older workers share their lifetime of experience with younger or less-experienced workers.
Additionally, an age-inclusive workforce can lead to better retention of top talent, as older workers may be more likely to stay with an organization that values and includes them. Furthermore, an age-inclusive workforce can help to create a more positive and supportive work environment for all employees, regardless of age. It can also help to foster a culture of inclusivity and respect, which can lead to improved morale and increased productivity.
The importance of age-inclusive workforce
An age-inclusive workforce is one that values and includes employees of all ages, and there are several business benefits to creating such a workforce:
Improved talent retention: By valuing and including employees of all ages, an organization can improve its talent retention rates, as older workers may be more likely to stay with the company for longer periods of time.
Increased productivity: A diverse workforce, including employees of different ages, can lead to increased productivity, as it can bring a range of perspectives and ideas to the table.
Improved decision-making: An age-inclusive workforce can improve decision-making, as it allows for the inclusion of a range of viewpoints and experiences.
Enhanced reputation: Companies that value and include employees of all ages may have a more positive reputation in the job market, which can make them more attractive to potential employees and customers.
Greater innovation: A diverse workforce, including employees of different ages, can lead to greater innovation and creativity, as it allows for the exchange of a wide range of ideas and experiences.
Breaking bias in recruitment and retention
Organizational bias towards hiring young workers over older workers, also known as ageism, is a pervasive issue in many workplaces and gets in the way of developing an age-inclusive work environment. This type of bias can take many forms, from explicit discrimination against older job seekers to unconscious assumptions about the abilities and potential of workers based on their age.
Ageism can be especially harmful for older workers, who may face significant barriers to finding employment or advancing in their careers due to negative stereotypes and attitudes about their age. This type of bias can be damaging for both the individuals who are impacted by it and for the organizations that perpetuate it, as it can result in the loss of valuable knowledge, skills, and experience. Additionally, ageism can create a negative and unfair work environment for older workers and may even contribute to age-based segregation in the workforce.
Organizations that want to break their perennial bias towards youth and shift to a recruitment and retention model that values workers of all ages have a number of tools at their disposal, which include:
Leveraging professional networks and associations: Many older workers are active in professional networks and associations, and these can be good places to find qualified candidates. According to a survey by the SHRM, 44% of organizations use professional associations as a source for recruiting candidates.
Using targeted job advertisements: Older workers may be more likely to respond to job advertisements that specifically target their age group or experience level. According to a survey by AARP, 77% of workers aged 45 and over said they would be more likely to apply for a job if it were advertised as being welcoming to experienced workers.
Offering flexible work arrangements: Older workers may appreciate the opportunity to work flexible hours or telecommute. A survey by the SHRM found that 59% of organizations offer flexible work arrangements to attract and retain older workers.
Highlighting the value of experience: Emphasize the value that older workers bring to the organization, such as their knowledge, skills, and work ethic. According to a survey by the SHRM, 70% of organizations believe that older workers have valuable skills and experience to contribute to the workforce.
Providing training and development opportunities: Offer training and development opportunities to help older workers stay up-to-date with industry changes and advancements. A survey by AARP found that 87% of workers aged 45 and over said they were interested in learning new skills to stay competitive in the job market.
Foster a positive company culture: A positive company culture that values diversity and inclusion can be attractive to older workers. According to a survey by the SHRM, 66% of organizations believe that a positive company culture is important for attracting and retaining older workers.
Schedule a consultation with the The Super Age today to learn more about the value of an age-inclusive workforce, as well as key strategies your organization can implement to recruit and retain the best talent in the labor market.
