Older workers can bring a great deal to the workplace – their commitment, knowledge and experienceis invaluable. Yet only 14% of employers surveyed say they plan to recruit or re-train older workers to deal with skill shortages. Employers need to ensure their recruitment campaigns are age positive to attract older workers. But in particular ensuring that recruitment does not have an age bias consciously or unconsciously for example what’s displayed in adverts . Many older workers are facing discrimination when applying for roles and are affected by assumptions made about whether they are capable, their health, their innovativeness, whether they are in wind down mode for retirement and whether they will be difficult to manage as they are “experienced” and may not respect a younger manager.

Key to being an Age Friendly Employer is  forging a culture which is age positive – for all ages. This is about embedding  being age friendly right across the organisation. Key is monitoring data about employment by age and sharing this. Many organisations simply don’t report age employment in their annual reports so they can be compared. Line managers need to have the right knowledge and skills to understand age friendly employment practices and the management implications. Training is required Equip line managers with the knowledge and skills to manage age-friendly practices. All staff need to benefit from equality and diversity training, but which age-positive practice is very much a core part. Age positive is also ensuring there is the right interaction and networking amongst staff at all ages and listening to different age viewpoints.  

Employers need to ensure they have the right development, training, and organisational progression available to all ages – making lifelong learning a reality. For older workers this should also ensure they do receive adequate training. Studies reveal the challenges faced by older workers. For over-55s, almost two-thirds (64 percent) were not getting leadership training, and a third had lost interest in their job due to lack of development opportunities. Just under a half 47% of over 55s were most likely to say they have not received any training over the past five years . Almost two-thirds (61%) of workers were not confident that they had the skills they needed to succeed in the workplace in the next five years.

Age Friendly Employers seek to find out what older workers want in terms of support and development. Some may want specific career guidance at mid-life and beyond, including retirement plans and financial planning advice. Also, older workers themselves can help contribute to other employees’ development with mentoring or feedback sessions.

Employers need to ensure they have the right development, training, and organisational progression available to all ages – making lifelong learning a reality. For older workers this should also ensure they do receive adequate training. Studies reveal the challenges faced by older workers. For over-55s, almost two-thirds (64 percent) were not getting leadership training, and a third had lost interest in their job due to lack of development opportunities. Just under a half 47% of over 55s were most likely to say they have not received any training over the past five years . Almost two-thirds (61%) of workers were not confident that they had the skills they needed to succeed in the workplace in the next five years.

Age Friendly Employers seek to find out what older workers want in terms of support and development. Some may want specific career guidance at mid-life and beyond, including retirement plans and financial planning advice. Also, older workers themselves can help contribute to other employees’ development with mentoring or feedback sessions.

Age Friendly organisations have an open and supportive culture around how health and health issues are anticipated and managed at work. This needs to include physical health, mental health, financial health, social responsibility, and people being connected. This requires devising well being programmes which take on people’s views about issues they face. The resulting healthy working environment leads to people feeling healthy, valued, included, and motivated.

This mix of age friendly attributes are all required for an Age Friendly employer and it’s ensuring they all work in practice and are not high hopes or platitudes.

Age Friendly Employers seek to find out what older workers want in terms of support and development. Some may want specific career guidance at mid-life and beyond, including retirement plans and financial planning advice. Also, older workers themselves can help contribute to other employees’ development with mentoring or feedback sessions.