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Promoting an Age-Inclusive Workforce

Living, Learning and Earning Longer

image of Promoting an Age-Inclusive Workforce

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.

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Action plan: Reaping the benefits of the multigenerational workforce

Employers are living in a period of great uncertainty. Some of the changes sweeping across the world are predictable such as rapid population ageing while others are less certain such as the exact pace and nature of the digital revolution, let alone the far less predictable and devastating impact of the COVID‑19 pandemic. Responding to these changes requires a sharper focus on building resilience within organisations and bringing on board the full potential of their talent pool irrespective of age. With the right employer practices and tools, organisations can be more agile, more inclusive and more productive.

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