An age inclusive working environment can deliver a host of benefits for organisations of all sizes.
While leadership, organisational culture and interpersonal dynamics doubtless contribute to a team’s success or failure, there is compelling evidence to suggest that age-diverse teams communicate better, and generate more creative, efficient, and effective solutions to problems than homogenous teams (Rousseau, Tannenbaum, & VanEpps, 2008). They can also improve an organisation’s ability to understand and serve a diverse customer base by welcoming a diverse array of perspectives.
Every employee, regardless of age, should feel valued and respected in their workplace. Organisations can actively promote a respectful culture by factoring age diversity into their Diversity, Equity and Inclusion (DEI) programs.
Establishing clear policies, including age inclusive recruitment and retention strategies, is an excellent first step to preventing discrimination or harassment on the basis of age. Organisations can also highlight their company’s commitment to inclusivity in internal communications, or by supporting employees to form and participate in age inclusive affinity groups. Hybrid and flexible working arrangements, including flexible hours, can be especially appealing for older workers.
Per the Stanford Center on Longevity’s New Map of Life, allowing employees across the age spectrum paid and unpaid intervals to fulfill caregiving responsibilities, manage health conditions, pursue higher learning, and navigate social transitions can keep individuals earning, building financial stability, contributing to taxes, and creating benefits for themselves, their workplaces, and society for longer.
Many older workers say they are less likely to receive training and development opportunities than their younger colleagues. There is evidence to suggest their impressions are correct, with one UK study finding no explanation for the disparity, beyond the workers’ age (Blanchflower, 2013). Equitable access to training and development can enable employees of all ages to broaden their skills and knowledge, providing value to the individual and business alike. A worker should never be deemed ‘too old’ to be worthy of further investment.
Mentoring programs can encourage knowledge sharing, and foster solidarity, between older and younger workers. Both mentors and mentees can experience the positive effects of such programs, including increased job satisfaction, career development, and organisational loyalty (Mallette, Dominguez, & Tannenbaum, 2016).
The Global Centre for Modern Ageing® offers expert advisory services, and can support your business to plan, implement and measure age inclusive practices and policies. For detailed guidance tailored to your organisation’s unique needs and challenges, get in touch with our team.
