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 does 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.

    Prosper
    :
    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 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.

     

    Timeline

    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 at the 2021 World Economic Forum Annual Meeting in Davos, Switzerland. This interactive will serve as a guide for employers on the policies, practices, and business cases for supporting an age-diverse workforce.


    Upcoming Events
    July 22, 2020,
    11:00 AM-12:00 PM
    EDT
    Webinar: Including Age in D&I Strategies
    August 19, 2020, 1
    1:00-11:45 AM EDT 
    Peer Learning Call for LLEL members
    September 23, 2020,
    11:00 AM-12:00 PM EDT 
    Webinar: Benefits of an Age Inclusive Workforce to your Bottom Line
    October 21, 2020,
    11:00-11:45 AM EDT
    Peer Learning Call for LLEL members
    November 18, 2020,
    11:00 AM – 12:00 PM EST 
    Webinar: Early Lessons & Promising Workforce Practices from COVID-19
    December 9, 2020,
    11:00-11:45 AM EST
    Peer Learning Call for LLEL members
    January 20, 2021,
    11:00 AM-12:00 PM EST
    Webinar: Launch of Interactive Digital Learning Platform

    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
    Aegon
    AIG
    Allianz
    Amgen
    AmeriTrade
    Aviva
    Bank of America
    BlackRock
    Burning Glass Technologies
    Freddie Mac
    Generali
    Guardian Life
    HSBC
    Home Instead
    Infosys
    Invesco
    Investec
    Manulife
    Mercer

    Mongeral Aegon
    Natixis
    Old Mutual
    PZU
    Randstad
    SmartBridge Health
    Standard & Poor’s Global
    The Hartford 
    Uneva Health
    UnitedHealth



    Knowledge Partners
    Aging Studies Institute (Maxwell School of Citizenship and Public Affairs at Syracuse University)
    Canadian Association of Retired Persons (CARP)
    CanAge
    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
    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: 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 – June 15, 2020

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    Today's Newsletter
    1. Executive Update
    2. Upcoming Events
    3. Data Point of the Day
    4. AARP Insights
    5. Featured Promising Practice
    6. Multigenerational Workforce News
    7. Relevant Resources & Reports
    8. Stepping Into the Future
    9. Join Us!
    10. Demonstrate Your Commitment to Experienced Workers 
    11. Archives 
    Dear Executives,
     
    As we reach the halfway point of 2020, there is no question that this year has brought tough challenges and pivotal moments to our individual lives, businesses, and communities that we could not have imagined. As global leaders, we continue to assess the devastating impact of the pandemic and its long-lasting implications on both the economy and our health.
     
    In the United States, racial injustice and disparities, fueled by the recent horrific deaths of George Floyd, Ahmaud Arbery, Breonna Taylor, and Rayshard Brooks, are emboldening us to work harder to instill equity and social justice into our efforts so that all are able to enjoy a long and healthy life. As AARP CEO Jo Ann Jenkins recently emphasized in her statement on racial justice and disparities
     

    “AARP has stood against discrimination in all its forms since our founding over 60 years ago. We have championed civil rights laws, hate crimes statutes, and bans on predatory and abusive practices against consumers, especially those that have a disparate impact on certain groups.”
     

    In partnership with the Social Innovation Summit, I hosted a fireside chat with Wes Moore, CEO of the Robin Hood Foundation. The insightful discussion focused on the societal inequalities that have been further exposed by the COVID-19 pandemic, and the importance of not only rebuilding but rebuilding better. Wes shared his perspective on how each of us can cultivate new, bold solutions for addressing economic injustice and help our communities live longer and healthier lives. 

    While the COVID-19 pandemic continues to cause tremendous upheaval in the workforce, many employers are working hard to keep their businesses afloat. This pandemic is also impacting employees of all ages, given mounting unemployment and the fluctuation in the financial markets. However, in the midst of this crisis, leaders in all sectors are coming together to find ways for business owners and workers to make it through this pandemic with an eye on the long view. 
     
    On May 27, 2020, the Longevity Project, in collaboration with the Stanford Center on Longevity, held a virtual panel discussion on older workers and the lessons of the pandemic. Scott Frisch, executive vice president and chief operating officer for AARP, Ray Suarez, a broadcast journalist, and Johnna Torsone, executive vice president and chief human resources officer at Pitney Bowes, were among the panelists who discussed challenges faced by older workers in the current environment. They also touched upon how society and leading companies can address the problem. The recording of the webinar is available for viewing.  
     
    AARP continues to work with Partners in Change, a New Zealand-based consulting firm, to create a series of brief interviews on topics to assist employers of all business sizes through the COVID-19 pandemic. In the second interview, Jeff Gullo, AARP’s senior advisor for International Affairs, and Philip Taylor, a professor of Human Resource Management at Federation University Australia, discuss why it’s important to invest in employees during trying times.
     
    We also continue to publish, in both English and Spanish, information and tips daily on our website at aarp.org/coronavirus and global resources at www.aarpinternational.org. Below are additional resources you might find useful:

    • AARP continues to host weekly Tele-Town Halls with the nation’s top coronavirus experts so that you can ask questions and hear the latest health and lifestyle recommendations that are continually being released.

    We will get through these trying times. I am optimistic that, with your leadership, we will learn from these lessons and we will re-envision and rebuild our communities better than ever, with equity and healthy longevity for all. Please send your thoughts, experiences, and insights to thoughtleadership@aarp.org and we will highlight some of them in our next newsletter.
     

    Best,

    Jean Accius, PhD
    Senior Vice President of Global Thought Leadership
    AARP
    LinkedIn | @JeanAccius | Jean Accius’ Bio
    • June 17, 2020, at 3:00 PM (EDT): Join AARP and Social Innovation Summit for an intimate conversation on reimagining a future where all people have the opportunity to make the most of a longer and healthier life. Register here 
    • July 22, 2020, at 11:00 AM (EDT): Webinar: Including Age in Diversity & Inclusion Strategies. Speakers include Mike Mansfield, program director, Center for Longevity and Retirement at Aegon in the Netherlands, and Michael North, assistant professor of Management & Organizations at the Stern School of Business at New York University. Register here.
    • September 23, 2020, at 11:00 AM (EDT): Webinar: Benefits of An Age-Inclusive Workforce to Your Bottom Line. Registration coming soon.
    Upskilling Your Workforce in the Wake of COVID-19
    By Ramsey Alwin, Director, Thought Leadership - Financial Resilience, AARP
    @ElderNomics
    The way we work was already transforming before COVID-19. The pandemic only accelerated the change. Now, more than ever, workers should have access to training opportunities. 
     
    Studies show that workers who regularly maintain and upgrade their competencies fare better in the labor market. For all workers, a greater focus on lifelong learning will be especially critical to meet the rapidly evolving skill demands created by technological progress and globalization.
     
    Unfortunately, workers 50-plus continue to receive less training than their younger colleagues, which only compounds their disadvantage. In the United States, 42% of adults ages 55-64 participate in training, compared to 56% of employees ages 25-34. This is due in part to the quality and quantity of job-related training being provided, as only 11% of employers’ spending on formal training was devoted to workers over the age of 55.
     
    The Living, Learning & Earning Longer (LLEL) Collaborative recently held a webinar on this issue and gained insights from Anna Dixon, chief executive of The Centre for Ageing Better in the U.K., and Lara Hallett, a learning and development consultant at Investec. The conversation was very informative with several key takeaways.
     
    As in the U.S., the U.K.’s population is undergoing a massive age shift. In less than 20 years, one in four people will be over the age of 65. More people are working longer because they want and need to do so. Anna laid out five actions employers should take to be age-friendly:
    1. Be flexible about flexible working: Offer more kinds of flexibility and help employees know their options.
    2. Hire age positively: Actively target candidates of all ages and minimize bias in the recruitment process.
    3. Ensure everyone has the health support they need: Have early and open conversations and provide early and sustained access to support employees with health conditions.
    4. Encourage career development at all ages: Provide opportunities for people of all ages to develop their careers and plan for the future.
    5. Create an age-positive culture: Equip HR professionals and managers to promote an age-positive culture and support interaction across all ages.
    Lara described how learning and high performance in employees of all ages are deeply rooted at an organizational level at Investec and enabled through its culture. The learning is continuous, collaborative, embedded in the work, and accessible to all, with 70% focused on experience, 20% on exposure, and 10% on education. She also emphasized that the learning encourages the development of individuals as a whole, recognizing that optimal performance is driven by the overall wellbeing of diverse individuals.
     
    One overarching theme was that there is no “one-size-fits-all” for delivery and employers should consider what format is most applicable and effective for the intended participant group. This support should be tailored to meet the changing needs of individuals as they age. Making this type of investment can ensure that your organization remains diverse and high-functioning.
    Managing a Multigenerational Workforce: 3 Best Practices
     
    A workforce in which multiple generations collaborate side by side isn’t anything new — just think of the old training model in which younger apprentices learned their skills from older craftsmen. What is new, however, is a workforce in which four generations are working together. Today’s U.S. labor force comprises the baby boomers (25%), Gen X (33%), millennials (35%) and Gen Z (5%), according to the Pew Research Center.
     
    That’s good news for employers: According to a 2018 Randstad Workmonitor report, the majority (90%) of U.S. workers surveyed say they prefer working on multigenerational teams. And there’s also research supporting the idea that diverse teams are more productive teams — and that includes diversity of age.
     
    Beneath that rosy outlook, however, Randstad's research revealed that wrinkles remain: most fundamentally, different generations want different things from their employers.
     
    So, what can you do to ensure that everyone within your organization is aligned and you're getting the most value out of all your team members?
     
    Develop the Next Generation of Leaders
    Millennials are the largest generation in the U.S. workforce today, but does that mean they’re ready to take charge in managerial roles?
     
    If you ask their baby boomer and Gen X peers, the answer is mixed at best: Close to half (45%) of baby boomers and Gen Xers believe that millennials’ lack of managerial experience could have a negative impact on a company’s culture, according to a Future Workplace study.
     
    What’s more, millennials themselves tend to express ambivalence about their readiness to lead. For instance, in Randstad’s Gen Z & Millennials Collide @ Work report, 29% of millennials said they’re effective at resolving conflicts, 22% said they work well with older colleagues, and 27% rated themselves as good managers.
     
    If less than a third of millennials believe they currently possess basic management skills, finding the leaders you need in the future may be a challenge, so it’s time to critically re-evaluate your approach to talent development. That starts with understanding what each generation wants in terms of training and development.
     
    Tailor Your Training to Each Generation’s Needs
    While opportunities for training, professional development, and growth are valued by employees of all ages, not all generations are looking for the same type of training. In fact, one Randstad study revealed a distinct generational fault line running beneath the types of skills employees want.
     
    Of respondents 18 to 34 years old, 66% said they needed to strengthen their personal skills. Of respondents 45 years of age and older, just 28% said they needed to boost their personal skills, but 70% said that vocational upskilling was critical to their development. So different generations are looking for different things when it comes to professional development — and that’s to be expected. But it also reveals an opportunity.
     
    Create Mentorship Programs to Help Bridge the Gap
    In the Future Workplace study, 89% of respondents said that building strong leadership skills is important to them — but only 47% said that they currently work for companies that have formal mentorship programs in place to support their leadership development.
     
    That’s where mentoring programs that pair younger and older workers — and hold specific benefits for each generation — come in. For millennials and Gen X, try to design mentorship programs centered around skill areas like building consensus and gaining buy-in, communicating clearly and effectively, navigating office politics, using effective persuasive techniques in communicating your point or point of view, and resolving conflict.
     
    For boomers, on the other hand, skills challenges often center on proficiency with digital tools — something that many young workers can do in their sleep. That’s why, for these generations, you might design a mentorship training program that focuses on using new communication, design, or workflow tools. You may also have an opportunity to have your younger teammates mentor their older colleagues on using the latest digital applications.
     
    Ultimately, there’s no one-size-fits-all solution, so you’ll need to adapt each of these best practices to meet the needs of your company. By being proactive today, you should have no problem building, managing, and developing your multigenerational workforce — in 2020, 2025, and beyond.
    The Living, Learning & Earning Longer (LLEL) Collaborative is working with global companies to refine the business case for age diversity and highlight promising practices from around the world. With the World Economic Forum (WEF) and the Organisation for Economic Co-operation and Development (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. At the 2021 World Economic Forum Annual Meeting in Davos, Switzerland, we will release our conclusions and recommendations in a digital learning platform.
    Join AARP, WEF, 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

    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 talks 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

jgullo@aarp.org 

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