Unlocking the value of senior employees: inclusion and growth beyond 50

Welcome to this edition of our HR newsletter, where we will discuss the importance of senior employment.

As the workforce ages, effectively managing senior employees becomes critical for organizations. Companies that tap into the potential of workers over 50 can gain a competitive edge by leveraging their experience and institutional knowledge. To successfully navigate this shift, organizations must implement thoughtful and tailored programs that support this demographic.

The importance of senior talent retention

In France, where 18% of the population is between 50 and 64, senior employment is a key societal and economic issue. While legislation has introduced policies to keep employees in the workforce longer, businesses often struggle to overcome stereotypes and create age-inclusive environments. HR teams must, therefore, address both internal culture and external perceptions to optimize the value of senior employees.

Seniors often face barriers like a lack of career development opportunities, concerns over their future within the company, or outdated views about their ability to innovate. By shifting focus from mere retention to fostering engagement and inclusion, businesses can harness the unique strengths of senior employees, such as leadership, mentoring skills, and deep expertise.

Key strategies to support senior employment

Inspired by AXA France’s program "L’Audace n’a pas d’age", here are actionable steps HR leaders can take to manage better and support senior employees:

1. Tailored Career Development

Provide personalized career counselling and development plans for employees aged 50+. Regular interviews can help identify their aspirations, key skills, and how they can continue to add value. This strengthens their employability and increases their engagement and commitment to the company.

2. Training Programs to Fight Stereotypes

Organize workshops that challenge age-related biases and encourage seniors and their younger colleagues to view ageing as a renewal period. This will help break down barriers and promote more collaboration across generations.

3. Individual and Collective Coaching

You can offer individualized coaching to senior employees who may need support transitioning to new roles, learning new technologies, or navigating changes in the industry. Group workshops can further reinforce team dynamics and foster a culture of inclusivity.

4. Promote Knowledge Transfer

Encourage mentoring programs where senior employees can share their vast experience with younger colleagues. This knowledge exchange is vital for organizational resilience and innovation.

5. Public Campaigns and Internal Awareness

Raising awareness is essential to tackling age discrimination. An internal campaign showcasing senior success stories and a series of public podcasts or talks (similar to AXA's approach) can reshape perceptions around ageing within and outside the company.

6. Incorporate Flexibility

Flexible working arrangements, like part-time roles or phased retirement plans, should be considered to better align with the personal needs of senior employees while maximizing their contributions.

7. Signing Charters or Industry Commitments

AXA France, for example, signed the "Club Landoy" charter to pledge its support for senior workers. HR leaders should actively participate in such initiatives to signal their commitment to this cause and align with industry best practices.

Implementing these strategies not only creates a more inclusive work environment but also drives long-term business benefits by capitalizing on the strengths of senior employees. HR and DEI leaders have a critical role in breaking down barriers, encouraging new opportunities, and ensuring that senior talent is retained and valued. Programs like AXA’s "L’Audace n’a pas d’age" show how purposeful action can transform corporate culture, ensuring that age becomes a source of strength rather than limitation.

If you want to explore the impact of senior employment, here are some inspiring articles.

???♀? Did you know that 62% of workers aged 45+ in the U.S. have faced or witnessed ageism at work?

?Inspiring podcast : Intergenerational collaboration ?? Lifelong employability?? Career transitions

?? Longevity leadership: a new focus for senior talent.

?? Retaining talent across generations.

?? Age does matter at work and in the White House.

?? Reading advice of the week, the book "Managing the Older Worker" by Peter Cappelli and Bill Novelli.

In Managing the Older Worker, Peter Cappelli and Bill Novelli tackle the pressing issue of age diversity in the workplace, revealing the immense value senior employees bring through experience, wisdom, and reliability. The book breaks down the unique contributions of older workers and offers actionable strategies for integrating them effectively into today’s dynamic workforce. Cappelli and Novelli emphasize how businesses can enhance productivity, innovation, and resilience by retaining and re-engaging this often-overlooked demographic. A must-read for leaders aiming to build an inclusive, multigenerational team!

?? Age discrimination at the workplace.

I don't know about you, but AGE is one aspect of DEI that I hardly ever hear anything about. Yet, the impact of ageist policies on older workers is profound.

Are you thinking, "But it's time for those boomers to get out of the way so I have a chance!"? Well, we asked Laura Tamblyn Watts, the CEO of CanAge, about that. CanAge is Canada's Seniors Advocacy organization, and she says that while a few older workers have a ton of privilege, many are shockingly disadvantaged. With 25 years of experience, Laura brings a wealth of knowledge about ageism and its impact in the workplace and on ageing people. We discussed:

?? The shocking statistics on ageism and why it's the most prevalent form of discrimination globally.

?? How ageism manifests in the workplace - from overt policies to hidden biases.

?? The benefits of multi-generational workforces - from increased productivity to reduced churn.

?? Practical steps to make your workplace more age-inclusive, starting with your DEI policy. And

??The risks of doing nothing.

This eye-opening episode will broaden your understanding of ageism and equip you with practical tools to foster a more inclusive work environment.

Thank you for reading this newsletter. I hope you enjoyed it. Do not hesitate to share your comments with me. If you think this newsletter might be helpful to someone in your network, please share it. See you soon.