Why do employers need a partner to create and embrace an age-inclusive workplace?

This article is Part 1 of a four-part series; see Part 2.

It’s hard to escape comments like these in the business world:

“You must be having a senior moment.”

“You’re too young to remember that.”

“Younger employers are less expensive than older ones.”

“Older employees can’t handle new technology.”

“Younger employees have no work ethic.”

Those blanket statements are far from true and do a disservice to employers, young and old. More important, ageism shouldn’t be the norm in any workplace, yet many employers don’t realize it’s there.

Tinsley-Fix

“Ageism is the last acceptable form of ‘othering’ in our culture. Because dismissive comments that are rooted in age are more or less accepted; they are a little more hidden,” Heather Tinsley-Fix, senior adviser of employer engagement at AARP, says.

More than 70% of employers want a multigenerational workplace, but 95% aren’t sure where to begin, according to OECD research. Others may have age-inclusive guidelines in place that aren’t as inclusive as they thought.

The most multigenerational era

Five generations of people are working in the US at the same time for the first time, according to Harvard Business Review. Displacing older workers for younger ones isn’t unusual, especially when budgets are slim, nor is questioning the work ethic for younger workers.

Nearly 20% of employers in a ResumeBuilder.com survey say they won’t hire Generation Z into management roles.
Almost 1 in 6 adults ages 50-plus — 14% — who are now working or looking for work say they were passed over for a job they applied for within the past two years because of their age.
Age-related discrimination at work has been a problem for nearly 80% of women — a double-whammy that brings up the added problem of discrimination related to intersecting identities, such as race, gender and parental status, according to a Women of Influence survey and a Journal of Applied Gerontology study, respectively.

Yet, an OECD report notes that “employers who can successfully combine the talents and diverse outlooks of their employees — whatever their age — generally find that their workforce is enriched and more productive as a result.” A Protiviti/London School of Economics study notes that younger employees in companies with successfully managed multigenerational workforces tend to be more productive.

Some other benefits of an age-inclusive workforce are broader diversity of experience and opinions, regular and reverse mentoring, more effective hiring and retention, and a more cohesive workforce. Indeed, age-inclusive workplaces can flourish.

Consequently, more businesses are reaching out to partners such as AARP for guidance and assistance in devising appropriate policies to create a thriving, multigenerational workforce.

“We survey workers ages 40-plus and 50-plus regularly to find out what they want from jobs, what their aspirations are, what they’re interested in,” Tinsley-Fix says. “We’re champions of empowering people to choose how they live as they age. Our data helps employers understand this portion of the workforce.”

An Age-Inclusion Checklist for employers

and managers is available from AARP.

Where to begin

Companies and organizations needn’t guess how to tackle the best approaches, policies and benefits for broadening and melding the generations they employ. Resources that provide guidance are available, such as AARP’s Manager Toolkit for Leading Mixed-Age Teams or the Intergenerational ERG Toolkit. The nonprofit also offers access to industry-leading insights, a nationwide network of like-minded companies via the Employer Pledge program and more.

To start on the path to a multigenerational workplace:

Commit to an age-inclusive workplace culture.
Make age an important part of your DEI practices.
Follow age-inclusive recruitment and hiring practices.
Provide flexibility in hours, work location and more.
Provide training in several formats.
Ensure all leaders adopt an age-inclusive management style.
Elevate voices from all age groups in company communications.

“Age inclusion is like any pursuit of inclusion — it’s a journey. It takes time to build and change a culture, starting with recognizing and bringing into the light hidden assumptions and stereotypes, and then working to overcome them and to lead with curiosity and empathy and understanding,” Tinsley-Fix says.

Learn more about AARP’s Employer Pledge Program for valuing experienced workers and creating age-inclusive workplaces.

Read more of this four-part series about age-inclusive workplaces: (Each will be linked.)