AARP LIVING LEARNING AND EARNING LONGER INITIATIVE
World Economic Forum. Organization for Economic Co-operation and Development.
“The research is clear, productivity is highest when generations work side by side, diverse teams drive better financial returns, mixed age teams outperform teams of similar ages. Translation, age diversity is good for business.
-source AtlanticLIVE Video: ‘AARP Presents: Living, Learning, and Earning Longer.’
“In the US alone people over the age of 50 contributed 8.3 trillion dollars in economic activity and if that economic activity were from a country it would be the third largest in the world.”
source: video 2020 AARP-UN Briefing Series: Living, Learning, and Earning Longer: The Business Case for an Age Diverse Workforce - JoAnn Jenkins CEO AARP.
“While there has been progress in regard to workplace policies on diversity, equity, and inclusion, clearly more needs to be done to align systems to better respond to the demographics at large. More than ever, employers—whether from the private, public or non-profit sectors—understand the importance of diversity and inclusion, to their bottom lines.”
source: -AARP Report: Global Insights on the Multigenerational Workforce
As people are living longer the need to earn a living and work longer is also apparent.
Governments, employers, and people of all age groups can help by supporting multigenerational, inclusive workforces.
The Living Learning and Earning Longer Initiative is working to identify:
- How corporate culture and climate affect the quality of employment for all generations - meaningful work, a culture of respect, inclusion, and equity, and employment security.
- What employment standards, policies and practices support a well-functioning multigenerational workforce - recruitment and retention practices, compensation and benefits, lifelong learning, health and wellness benefits, caregiving services, physicality of the workspace and options for phased retirement.
- How can employers and employees translate a more age-friendly environment into business and personal growth - employers who can retain intellectual capital, raise the stability and engagement of highly skilled employees.
The AARP Report ‘Global Insights on the Multigenerational Workforce’ suggests that employers can create policies and practices to strengthen age diversity and inclusion such as:
- Adding age to the company’s diversity, equity, and inclusion policy.
- Using an age diverse and inclusive talent strategy that develops all employees’ critical digital and cognitive capabilities, social and emotional skills, adaptability and resilience.
- Providing opportunities for workers to remain and grow on the job.
- Investing in lifelong education and training to ensure workers remain employable.
- Enforcing policies to fight age discrimination and adopt age-inclusive practices.
- Making sure recruitment practices are inclusive and hiring processes are age-blind.
- Being aware of unconscious biases and disrupt stereotypes across the continuum of age.
- Holding diversity trainings for managers and staff address issues related to ageism.
- Assessing workplace policies to resonate with all employees regardless of age or life stage.
Senior Contributions Programs
Senior Employment Programs
Aging Awareness and Sensitivity Programs
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