Promoting an Age-Inclusive Workforce

Living, Learning and Earning Longer

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All OECD economies are undergoing rapid population ageing, leading to more age diversity in workplaces than ever before as people are not only living longer but working longer. Greater diversity of experience, generations and skills gives employers an important opportunity to harness the talent that different age groups bring to the workplace and improve productivity and profitability. What can employers do to maximise the benefits of a multigenerational workforce? This report presents a business case for embracing greater age diversity at the workplace and debunks several myths about generational differences in work performance, attitudes and motivations towards work. It points to key employer policies and offers practical examples in three key areas to support and promote an age-inclusive workforce. This includes designing and putting in place all-age and life-stage policies covering the full span of workers careers through best practice in recruitment, retention and retirement, as well as the promotion of life-long learning and good health at work.



Good for business: Age diversity in the workplace and productivity

Rapid population ageing is pushing companies towards greater diversification of the age profile of their employees. This raises questions about the effects of increased age diversity on business performance. The chapter provides new international evidence that a greater inclusion of older workers is likely to be good for firm productivity (i.e. to raise the value added per worker of the firm). A key advantage of a multigenerational workforce is that it enables effective synergies between experienced and less experienced staff to the benefit of employers and employees. Reaping these benefits will require putting in place tailored support at all ages and strengthening collaboration between generations.




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