AARP International

How and Why Modern Employers Should Embrace Longevity

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  • About LLEL

    Join AARP, the World Economic Forum, OECD and  50 employers in a learning collaborative to identify and share multigenerational, inclusive workforce practices.

    Trends and Opportunities
    As people live longer, healthier lives, many will want or need to work longer. Longevity thus presents an opportunity and responsibility for governments, employers, and people of all ages to reimagine what it means to earn and learn over a lifetime. This initiative seeks to engage 50 employers in a learning collaborative to identify and share multigenerational, inclusive workforce practices.

    Action to be Taken
    Although governments can and should support the development of multigenerational, inclusive workforces, employers are best positioned to lead the charge.

    Success will benefit the economy, businesses and employee growth and satisfaction. To do so, it is essential that employers:
    Ensure individuals remain employable throughout their lives with continued education and training,
    Enforce policies that prevent age discrimination, and adopt age-inclusive policies, and
    Provide opportunities for workers to remain and grow on the job.
    Project Objectives
    The World Economic Forum, AARP, and partner organizations agree to share existing resources and, where knowledge gaps exist, collaborate on new research to help employers build, support and sustain multigenerational workforces.


    Three dimensions have been identified by which to examine inclusive employment:

    Create: How do corporate culture and climate affect the quality of employment for all generations? Be it through access to meaningful work, a culture of respect, inclusion, and equity, or employment security and predictability.

    Invest: What are the standards, policies, and practices to support a well-functioning multigenerational workforce? Important areas include recruitment, assessment 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 market-valued intellectual capital, raise the stability and engagement of highly skilled employees and deliver products and services designed by a representative workforce stand to benefit. Employees with access to resources revitalizing skills can lead to greater personal financial security and self-fulfillment.



    This initiative will be conducted in three phases:
    I.) Launch and Partnerships;
    II.) Study and Consensus; and
    III.) Release and Promote. In addition to conducting extensive desk research, a series of regional workshops between summer 2019 and fall 2019 will convene a diverse set of international thought leaders to engage in dialogue, share existing resources, highlight meaningful case studies, and consider business rationales and incentives for employers to support a multi-generational, inclusive workforce.

    This work will culminate in a digital learning platform to be launched in December 2020. This interactive will serve as a guide for employers on the policies, practices, and business cases for supporting an age-diverse workforce.

    Upcoming Events
    November 18, 2020,
    11:00 AM – 12:00 PM EST
    Webinar: Early Lessons & Promising Workforce Practices from COVID-19
    December 16, 2020 Virtual launch of new digital learning platform and release of OECD research report

    Past Events
    July 30, 2019 (North America – New York City)
    Regional Executive Workforce Roundtable

    September 17, 2019 (Asia – Singapore)
    Regional Executive Workforce Roundtable

    October 4, 2019 (Europe – Paris)
    Regional Executive Workforce Roundtable

    Read Insights from the three roundtables

    Partnering Organizations

    Bank of America
    Bank of Montreal
    Burning Glass Technologies
    Critical Mass
    Freddie Mac
    General Mills
    Guardian Life
    Home Instead Senior Care
    McKinsey & Company 
    Mongeral Aegon
    Old Mutual
    Pitney Bowes
    Project Management Institute
    S&P Global
    SmartBridge Health
    The Hartford 
    Uneva Health

    Knowledge Partners
    Aging Studies Institute (Maxwell School of Citizenship and Public Affairs at Syracuse University)
    Canadian Association of Retired Persons (CARP)
    Center for the Future of Aging, Milken Institute
    Centre for Ageing Better (UK) 
    Global Financial Literacy Excellence Center (George Washington University School of Business)
    Mailman School of Public Health (Columbia University)
    MIT AgeLab
    National Academy of Social Insurance
    Partners in Change
    Sau Po Centre on Ageing (The University of Hong Kong)
    Stanford Center on Longevity (Stanford University)
    Wise at Work (Hong Kong) 
  • Webinar Series

    Webinar Series: The Benefits of an Age-Inclusive Workforce to Your Bottom Line

    Featured presenters Laura Tamblyn Watts, president and chief executive officer of CanAge, Canada’s national seniors’ advocacy organization, and Susan Johnson, chief diversity & inclusion officer at The Hartford, talk about their respective organizations’ work in building more age-inclusive systems that result in growth and economic security.

    Webinar Series: Including Age in Diversity & Inclusion Strategies

    Presenters Michael North, assistant professor of Management and Organizations at The Stern School of Business, New York University and Mike Mansfield, program director at the Aegon Center for Longevity and Retirement discuss research findings behind implementing age-inclusive workforce strategies.

    Webinar Series: Reskilling and Upskilling Workers

    Presenters Anna Dixon, chief executive at the Centre for Ageing Better, and Lara Hallett, people consultant at Investec, talk about their organizations’ approaches to supporting learning and professional development of workers

    Webinar Series: Investing in Your #1 Resource: Your Workers

    In this webinar, our featured presenters are Dr. Vivian Lou, the director of Sau Po Centre on Ageing at The University of Hong Kong and Edward Moncreiffe, who is the CEO at HSBC Life (International) Limited. They discuss how Sau Po Centre on Ageing and HSBC Life have partnered to identify a local labor force concern and generate relevant workplace accommodations that better support workers.

    Webinar Series: Building Multigenerational Teams Across the Workplace

    In this webinar, Martha Deevy, Associate Director and Senior Research Scholar from the Stanford Center on Longevity and Haig Nalbantian, Senior Partner, Workforce Sciences Institute at Mercer will share research data and discuss the importance of “Building Multigenerational Teams Across the Workplace

    Webinar Series: Creating an Age-Inclusive Workplace Culture

    In this webinar, you will hear from Future-of-Work Strategist Heather McGowan and Jisella Dolan, from Home Instead Senior Care, who are thinking deeply about the benefits of implementing an age-inclusive workplace culture

    Webinar Series: Why a Multigenerational Workforce is Becoming a Business Priority

    In the first webinar of the Living, Learning and Earning Longer Collaborative series, OECD Labor Economist Shruti Singh and Bank of America executive Aubrey Long discuss the research on changing global demographic trends and why a multigenerational workforce is good for business.

  • Newsletter

    Read Today's Newsletter:
    Living, Learning, Earning Longer Collaborative Newsletter – September 28, 2020

    Today's Newsletter
    Dear Executives,
    Aesop once said, “the level of our success is limited only by our imagination and no act of kindness, however small, is ever wasted.” It has been hard to take time to celebrate millstones given the triple crises—the pandemic, an economic shock that has left millions unemployed, and the racial unrest that has rocked us to the core—over the course of the seven months. However, finding positive moments even in the midst of the storms, to acknowledge, recognize, and celebrate success is important. As of today, I am proud to share with you that 35 companies have joined our collaborative. They represent 1.7 million employees and have a collective revenue of almost a trillion dollars. Our target goal is to reach at least 50 companies and with your help, we can achieve, and hopefully surpass, this target. I am asking each of you to take a few minutes to refer and share potential companies that you think could benefit from the many benefits of our collaborative. You can email me directly and our team will do the outreach.

    Since we started the collaborative with the World Economic Forum and Organisation for Economic Co-operation and Development (OECD), it has and continues to be our collective belief that employees of all ages bring strengths that organizations can leverage to navigate the crisis, both now and in the long term. In fact, our recent global survey found that 83 percent of global executives agree that multigenerational workforces are key to business growth and success. However, more than half of global companies lack critical diversity components within their diversity and inclusion policies. For instance, 53 percent of global executives surveyed do not include age in a diversity and inclusion policy.  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.
    As part of our efforts to spark action, shared success, and greater collaboration with private industry, we have sponsored a series with Reuters to amplify promising practices that we hope will accelerate the pace of change to foster an age-diverse workforce. The following are a few links that are worth watching and sharing with your networks: Finally, the global pandemic continues to be top of mind for individuals, communities as well as employers.  The pandemic has infected more than 32 million people around the world and we are approaching nearly one million people passing away from COVID-19.

    We continue to publish, in both English and Spanish, information and tips daily on our website at and global resources at Below are additional resources you might find useful:
    • LinkedIn post by AARP CEO Jo Ann Jenkins on how the COVID-19 pandemic is advancing the multigenerational workforce.
    • fireside chat with Jo Ann Jenkins and the United Nations Secretary-General, António Guterres, on COVID-19 and its global impact on older people.
    • Weekly AARP Tele-Town Halls with the nation’s top coronavirus experts so that you can ask questions and hear the latest on the health and lifestyle recommendations that are being released on an ongoing basis.
    Thank you for your work with the LLEL collaborative to create an age-inclusive and multigenerational workforce. As always, I encourage you to send your thoughts, experiences, and insights to

    Jean C. Accius, PhD
    Senior Vice President of Global Thought Leadership
    LinkedIn | @JeanAccius | Jean Accius’ Bio
    • October 7, 2020Final AARP and Reuters Fireside Chat. Watch all of the videos for this series at The World At Work.
    • October 7-8, 2020, at 11:00 AM (EDT): Virtual Social Innovation Summit: Moving Forward: Reimagining How We Invest in Health, Wealth, & Aging. Register for the summit.
    • November 18, 2020, at 11:00 AM (EST): Webinar: Early Lessons & Promising Workforce Practices from COVID-19. Registration coming soon.
    Organizations Can Prosper by Unlocking the Full Potential of the Multigenerational Workforce
    By Jeff Gullo, Senior Advisor for International Affairs, AARP
    An age-inclusive and multigenerational workforce does not just help older workers. It offers benefits to employees, employers, and countries. For example, countries can gain greater economic output, vibrant communities, and societies that are resilient to demographic shifts. Employers benefit from the retention of intellectual capital, a more stable, productive, and engaged workforce, and better alignment with market needs. Finally, employees can obtain greater self-fulfillment, financial security, and skill revitalization. Here is how:
    Here is how:

    For companies, greater diversity supports higher innovation, revenue, and profit margins. Organizations with above-average diversity in age, gender, nationality, career path, industry background, and education on their management teams report innovation revenue that is 19 percent higher and profit margins that are nine percent higher than companies with below-average diversity. Innovative companies can also benefit from age-diversity through the creation of innovative products and services that are designed to benefit a wide range of consumers. For example, companies like OXO and Bank of America Merrill Lynch have created products to support consumers at all life stages.

    Multigenerational workforces also improve employee productivity, which is significantly higher in companies that used mixed-age teams than in companies that do not. A study of 18,000 German companies found that a simple 10 percent increase in age diversity at companies increases productivity by approximately 3.5 percent.
    Most importantly, the world as a whole will benefit from a flourishing multigenerational workforce through macroeconomic growth for countries. Just a one percent increase in the share of working-age population is associated with a 1.5 percent growth in GDP per capita. If Organisation for Economic Co-operation and Development (OECD) countries maximized labor-force participation at the rate of New Zealand, the highest performing benchmark country, the potential long-term GDP gain would be $3.5 trillion.
    Sources: The Future of Work for All Generations, AARP, 2019. Ageing and Employment Policies, OECD. 
    Financial Readiness for a Multigenerational Workforce
    Financial wellbeing provides people with a sense of security as they navigate their careers and life journeys. In the midst of a global public health pandemic, it’s more important than ever. Leadership at Freddie Mac believes that financial wellbeing, along with mental and physical wellbeing, should be a top priority. From new hire orientation to a retirement farewell, Freddie Mac supports and equips its multigenerational workforce with financial programs and tools.
    Understanding workforce demographics was key to designing offerings to support financial wellness needs. After six months of in-depth analysis and focus groups, the human resources team identified five distinct employee clusters and created personas that characterized the needs of those groups. Teamed with financial partner Fidelity, they designed persona-focused educational workshops that enhance employees’ total wellbeing: New Hire Bootcamp, Mid-Career Refresh, and Retirement Readiness.
    Early Career
    The New Hire Bootcamp creates a strong financial foundation for early-career employees. The bootcamp focuses on the basics of budgeting, eliminating debt, establishing savings goals, and investing. This educational component is paired with specialized benefits, such as a first-time homebuyer assistance benefit and a student loan repayment benefit to support employees in achieving common milestones that often can feel like hurdles.
    The company then checks in with employees who are 35 to 45 years old on their financial goals in a Mid-Career Refresh program. In this program, employees learn how to build a plan, prioritize, and manage future savings goals, prepare for college expenses, and make the most of retirement savings. Freddie Mac supports these professionals with a variety of offerings, including generous maternity and parental leave, back-up childcare, and financial planning services.
    Retirement Ready
    Lastly, Freddie Mac provides a unique program called “Evening of Retirement” for employees contemplating their next chapter. Employees and their spouses learn about the retirement process, emotional aspects of winding down a career, asset preservation, and how to make the most of retirement savings, Social Security, and Medicare. For these employees, the company also provides other financial planning services as well as back-up elder care and legal services.
    Financial wellness is a cornerstone of supporting employees’ total wellbeing at Freddie Mac. The company will continue transitioning many of its services to virtual environments, and planning is underway to further meet the needs of employees during these challenging times.

    The Living, Learning & Earning Longer Collaborative is working with global companies to refine the business case for age diversity and highlight promising practices from around the world. With WEF and OECD, AARP is considering the complexity of the multigenerational workforce when evaluating an organization’s recruitment and retention practices, flexible work and caregiving benefits, lifelong learning and training, and assessment procedures. 
    Our findings will identify standards, policies, and practices to support an age-diverse and inclusive workforce ecosystem, ensuring an activated multigenerational workforce that can deliver innovation and resilience in the face of economic and global uncertainty. We will release our conclusions and recommendations in a digital learning platform near the end of the calendar year.
    Join AARP, the World Economic Forum, the OECD, and at least 50 employers in a Living, Learning & Earning Longer Collaborative to identify and share multigenerational, inclusive workforce practices. To formally join the Learning Collaborative, contact Jeffrey Gullo at AARP or Haleh Nazeri at the World Economic Forum.

    The AARP Employer Pledge Program is a nationwide group of employers that stand with AARP in affirming the value of experienced workers and are committed to developing diverse organizations.
    Employers who sign the Pledge agree that they:
    • Recognize the value of experienced workers
    • Have immediate hiring needs
    Demonstrate your organization’s commitment by signing the AARP Employer Pledge:
    “We believe in equal opportunity for all workers, regardless of age, and that 50+ workers should have a level playing field in their ability to compete for and obtain jobs. Recognizing the value of experienced workers, we pledge to recruit across diverse age groups and to consider all applicants on an equal basis as we hire for positions within our organization.”
    Sign the Pledge!
    We encourage you to share this newsletter widely with your colleagues and other stakeholders.
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  • Research
  • Peer Learning Calls

    On June 24, LLEL Collaborative members shared insights and discussed ways they are integrating age equity in diversity and inclusion practices

    During the April 22 Peer Learning Call, exclusively for LLEL members, participants shared what their businesses are doing to support their employees and how they’re rethinking workplace systems in light of the spread of COVID-19. 

  • Covid-19 Resources for Employers

    Issue Brief: Strategies for Assessing Employee Retention During COVID-19

    This brief offers 5 considerations business should take when thinking about staffing priorities in the midst of economic uncertainty.
    Read full Issue brief

    COVID-19 Resources for Employers: An Interview with Muriel Roake, Principal Consultant, Muriel Roake and Associates, New Zealand

    AARP's Senior Vice President for Global Thought Leadership Jean Accius speaks with Muriel Roake, Principal Consultant at Muriel Roake and Associates in New Zealand about what to consider when having supportive conversations with employees during COVID-19.

    Issue Brief: Supportive Conversations with Your Workers as the Age at Work

    This brief offers ideas to consider when having conversations with employees about transitions regarding retirement discussion, layoffs or other circumstances that may require delicate navigation.
    Read full issue brief

    Issue Brief: Supporting Workers of All Ages and Life Stages Through COVID-19 and Beyond

    This brief outlines ways to support all of your employees and uphold the pillars of safety, respect, equality, and privacy. 
    Read full issue brief

    COVID-19 Resources for Employers: An Interview with Professor Phil Taylor, Federation University Australia

    Jeff Gullo speaks with Professor Philip Taylor, Discipline Head of Management and a professor of human resource management at Federation Business School, Federation University Australia, about investing in employees during difficult times.

    COVID-19 Resources for Employers: An Interview with Geoff Pearman, Partners in Change

    Ramsey Alwin hosts a conversation about supporting employees during transitions with Geoff Pearman, managing director at Partners in Change, a consultancy firm based in Dunedin, New Zealand

Contact for more information

Jeffrey Gullo, AARP