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.

    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 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.

     

    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 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
    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

    Adecco 
    Aegon, Center for Longevity and Retirement
    AIG
    Allianz
    Amgen
    AmeriTrade
    Aquent
    Atos
    Aviva
    Avnet
    Bank of America
    Bank of Montreal
    Barclays
    Biogen
    BlackRock
    Burning Glass Technologies
    Clear Channel Outdoor
    Critical Mass
    Fidelity Investments
    Fortune
    Freddie Mac
    General Mills
    Generali
    Guardian Life
    HSBC
    Home Instead Senior Care
    Infosys
    Invesco
    Investec
    Kobo
    Manulife
    McKinsey & Company 
    Mercer
    ModSquad
    Mongeral Aegon, Instituto de Longevidade
    National Association of Federally-Insured Credit Unions
    Natixis
    Old Mutual
    Pitney Bowes
    Project Management Institute
    PZU
    Randstad
    S&P Global
    SAP
    SmartBridge Health
    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
    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: Early Lessons & Promising Workforce Practices from COVID-19

    During this webinar, Phillip Taylor, professor of management at Federation University Melbourne and an associate at Partners in Change, and Vievette Henry, global head of organizational effectiveness & inclusion at AIG, discuss the business sector’s early lessons & promising workforce practices from COVID-19..


    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 This month's Newsletter:
    Living, Learning, Earning Longer Collaborative Newsletter – October 28, 2020

    Today's Newsletter
    Dear Executives,
     
    As we continue to weather the challenges of this year, I remain inspired by the number of businesses and organizations that are making age-diverse workforces a priority. To date, the Living, Learning and Earning Longer (LLEL) Collaborative has 41 members from various industries, representing close to 1.9 million employees and over $1 trillion in revenue.
     
    Our newest members include Barclays plc, Biogen, Critical Mass, General Mills Inc., Pitney Bowes, and the Project Management Institute. We are grateful for their commitment to sharing existing resources and best practices that create a more age-inclusive workforce. I am also proud to share with you, based on your feedback from our peer learning calls, that we are extending this project through at least 2021. With that said, we still have a goal of reaching at least 50 partner organizations by the end of the year and I believe that together we can accomplish it. For those of you that want to help us achieve this goal, I ask that you reach out to your business contacts if you think they would be interested in joining LLEL. If they are, please have them contact Jeffrey Gullo at AARP or Haleh Nazeri at the World Economic Forum (WEF).
     
    In reaching out to contacts, I would reiterate that older workers are often at greater risk during times of economic uncertainty and recession, both of which are byproducts of the COVID-19 pandemic. As business leaders continue to retool their workplaces for a post-COVID world, they should recognize that they will emerge stronger if they have the infrastructure to have a multigenerational workforce. There is a business case for age-inclusive teams. Not only will workers of all ages benefit, but businesses and communities will experience a return on investment that a multigenerational workforce brings.
     
    Numerous studies have shown how an age-inclusive workplace improves businesses’ bottom lines. For example, AARP’s 2019 global summit on The Future of Work for All Generations noted findings where organizations with above-average diversity in their management have reported 19 percent higher innovation revenue and 9 percent higher profit margins than companies with below-average diversity. In addition, a 1 percent increase in the share of working-age population is associated with a 1.5 percent growth in GDP per capita.

    Last month, I had the pleasure of speaking at the Atlantic Festival with AARP's Cheif Operating Officer, Scott Frisch, on Equity, Inclusion, and a New World of Work. This was a compelling discussion on the future of work, how employers can support their workforce during these unprecedented challenges, and how to foster organizational growth and opportunity as we recover and rebuild. Watch the recording and learn more.

    With the pandemic infecting more than 8 million Americans and the death toll continuing to rise, I wanted to remind you of some of the resources that are available to help you and your organization weather this storm. The LLEL collaborative has a collection of resources for employers on our website, including the third and final issue brief on Strategies for Assessing Employee Retention During COVID-19. AARP continues to publish, in both English and Spanish, information and tips daily on our website at aarp.org/coronavirus. We also continue to host weekly 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 being released on an ongoing basis.

    Finally, I also encourage you to explore many of our global resources at www.aarpinternational.org, which includes our flagship annual publication released this month, The Journal. While featuring the country of Singapore, this edition also includes several articles highlighting the advantages of the longevity economy and multigenerational workforce opportunities.
     
    Thank you for your support of the LLEL collaborative and its growth. We will continue to share relevant ideas and business practices around creating and supporting a multigenerational workforce, and will offer opportunities to contribute to the conversation. As always, I encourage you to send your thoughts, experiences, and insights to thoughtleadership@aarp.org

     
    Best,

    Jean C. Accius, PhD
    Senior Vice President of Global Thought Leadership
    AARP
    LinkedIn | @JeanAccius | Jean Accius’ Bio
    • November 5, 2020, at 3:00 PM (ET): Leading and Driving Change in Corporate AmericaWatch a fireside chat with Jean Accius and Kevin Turpin II, CEO of National Journal Group, on the role of executive leadership in building a diverse workforce that provides economic opportunities for all. Register at www.aarp.org/buildequity
    • November 18, 2020, at 11:00 AM (ET): Webinar: Early Lessons & Promising Workforce Practices from COVID-19. Register here.
    • December 16, 2020: Save the date for the Organisation for Economic Co-operation and Development (OECD) Forum to unveil a new digital learning platform and OECD research report. More information coming soon.