Wake-Up: The Situation

In today’s workplace, diversity, equity, and inclusion (DEI) are considered non-negotiable elements of a modern organization. However, one critical aspect of diversity is often overlooked: AGE. The Swiss DiversityAwards Ceremony in early September brought this issue to the forefront when seniors@work won the “AGE” category prize. This recognition underscores the urgent need to integrate age into the DEI conversation. With an aging global workforce and increasing numbers of employees nearing retirement, it’s time to reframe how we view age and retirement in the workplace. Ignoring this could undermine the inclusivity we strive for.

Shake-Up: The Data – Changing Mindsets

The statistics are compelling: by 2030, workers over 55 will occupy 150 million jobs worldwide, representing the fastest-growing segment of the labor force. However, ageism is still prevalent. According to a 2021 AARP study, nearly 78% of older workers have experienced or witnessed age discrimination at work. In Europe, 44% of older workers and 64% in the UK said they face age discrimination.

Age is more than just a number—it’s a wealth of experience, stability, and expertise.

The World Health Organization (WHO) emphasizes that age diversity can enhance business performance by fostering creativity and resilience. At Wake-Up, Shake-Up, Thrive! (WUSUT), we advocate for including age as a crucial dimension in DEI initiatives because it impacts all five dimensions of well-being: physical, emotional, intellectual, spiritual, and financial.

1. Physical Well-Being: Implementing age-friendly policies, such as flexible working hours, specific education about what changes after the age of 50, and ergonomic workspaces, helps maintain the physical health of older employees.
2. Emotional Well-Being: Encouraging intergenerational collaboration by organizing adapted workshops reduces isolation and boosts job satisfaction among older workers.
3. Intellectual Well-Being: Leveraging the expertise of “VEP’s” (Very Experienced Professionals) through mentorship and cross-mentorship programs enhances continuous learning and innovation.
4. Spiritual Well-Being: Providing opportunities for older employees to contribute to the organization’s objectives meaningfully supports their sense of purpose and fulfillment.
5. Financial Well-Being: Supporting career longevity and offering comprehensive retirement planning resources can alleviate financial stress for employees of all ages.

Retirement is a key part of this conversation. As more employees near retirement age, organizations must rethink their approach to supporting these workers. This includes offering tailored retirement programs that not only address financial planning but also help employees transition into this next phase of life with confidence and purpose.

Thrive!: What Can Organizations Do Now?

To truly embrace age diversity and support employees, here are actionable steps organizations can take:

• Conduct an Age Audit: Evaluate the age diversity within your workforce and identify areas where bias or discrimination may exist.
• Develop Age-Inclusive Policies: Implement policies that support older employees, including flexible work arrangements, phased retirement options, and continuous learning opportunities.
• Promote Intergenerational Collaboration: Encourage collaboration across age groups through mentorship programs, team projects, and knowledge-sharing initiatives.
• Revise Recruitment Practices: Ensure job postings and hiring processes are age-neutral, actively seeking to recruit older talent.
• Offer Comprehensive Retirement Programs: Provide retirement planning that covers financial, emotional, and intellectual aspects, helping employees transition smoothly and confidently.

Ready to Make “AGE TOO” Matter in Your Organization?

At Wake-Up, Shake-Up, Thrive! (WUSUT), we understand the critical importance of integrating age into your DEI strategy. Our tailored coaching, consulting, and programs are designed to help you create an inclusive workplace where every generation thrives.

Whether you’re looking to support your aging workforce, implement age-inclusive policies, or offer holistic retirement planning, WUSUT has the expertise and people and tools you need to lead the way.

Don’t grow old waiting—take action now! Let’s work together to ensure that age is recognized, respected, and celebrated in your organization.

If you’re wondering where your organization stands, do our short online QUIZ to discover the starting point for managing the aging demographic in your organization.