DIVERSITY includes the likes of Unilever , EY , Capita , Dentsu , Boots etc and allows industry to create a coordinated response to an ageing population and thus ageing workforce . Look at their data . How many employees over 50 do they have ? How many were hired in that age group vs just long service ? How many have received training / re-skilling ? Where do they drop out of the recruitment process ?
Create an Age Diversity strategy . What actions do they need to take to attract , engage , retain & retrain over-50s talent and where do they want to move from and to as their strategic ambition to create a sustainable workforce .
RL : I think organisations would benefit from looking at the age range of their workforce and seeing where there are gaps . Ageism can be bad for both men and women but it is usually worse for women . Gendered ageism can be very damaging . Are women staying in an organisation as they age ? If not , why not ? Is the organisation hiring at all ages ? If not , why not ?
Does the organisation itself actually undermine older workers ? Is there a youth culture ? Do older workers get ignored or included ? What is the water cooler chat about older workers ? All too often there can be open prejudice against older workers that would be completely unacceptable if it were around race , gender , sexual orientation , disability etc . Ageism is still a socially acceptable prejudice . sustainabilitymag . com 95