How and Why Modern Employers Should Embrace Longevity

Join AARP Learning Collaborative

Join AARP, the World Economic Forum, OECD and more than 80 global employers in a learning collaborative to identify and share multigenerational, inclusive workforce practices.

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Trends and Opportunities

As people live longer, healthier lives, many will want or need to work longer. Longevity thus presents an opportunity and responsibility for governments, employers, and people of all ages to reimagine what it means to earn and learn over a lifetime. This initiative seeks to engage more than 60 employers in a learning collaborative to identify and share multigenerational, inclusive workforce practices.

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Action to take

Although governments can and should support the development of multigenerational, inclusive workforces, employers are best positioned to lead the charge.

Success will benefit the economy, businesses and employee growth and satisfaction. To do so, it is essential that employers:

  • Ensure individuals remain employable throughout their lives with continued education and training,
  • Enforce policies that prevent age discrimination, and adopt age-inclusive policies, and
  • Provide opportunities for workers to remain and grow on the job.

Project Objectives

The World Economic Forum, AARP, and partner organizations agree to share existing resources and, where knowledge gaps exist, collaborate on new research to help employers build, support and sustain multigenerational workforces.

Three dimensions have been identified by which to examine inclusive employment:

Create: How do corporate culture and climate affect the quality of employment for all generations? Be it through access to meaningful work, a culture of respect, inclusion, and equity, or employment security and predictability.

Invest: What are the standards, policies, and practices to support a well-functioning multigenerational workforce? Important areas include recruitment, assessment and retention practices, compensation and benefits, lifelong learning, health and wellness benefits, caregiving services, physicality of the workspace and options for phased retirement.

Prosper: How can employers and employees translate a more age-friendly environment into business and personal growth? Employers who can retain market-valued intellectual capital, raise the stability and engagement of highly skilled employees and deliver products and services designed by a representative workforce stand to benefit. Employees with access to resources revitalizing skills can lead to greater personal financial security and self-fulfillment.


Growing With Age Digital Learning

This interactive, launched in December 2020, serves as a guide for employers on the policies, practices, and business cases for supporting an age-diverse workforce.

Visit the platform

Growing with Age was selected as a Fast Company 2021 World Changing Idea

Partnering Organizations

Currently over 80 Organizations Partnering with Us

  • Adecco
  • Aegon
  • AIG
  • Allianz
  • Amgen
  • APCO Worldwide
  • Aquent
  • Atos
  • Aviva
  • Avnet
  • Bank of America
  • Bank of Montreal
  • Barclays
  • Best Buy
  • Biogen
  • BlackRock
  • Block
  • Boston Consulting Group
  • Burning Glass Technologies
  • care.coach
  • Children's National Hospital
  • Clear Channel Outdoor
  • Coca-Cola
  • Critical Mass
  • CVS Health
  • Dow
  • Fidelity Investments
  • Forbes Media
  • Fortune
  • Freddie Mac
  • General Mills
  • Generali
  • Guardian Life
  • Henry Schein
  • Hilton
  • Home Instead Senior Care
  • HSBC
  • Indeed
  • Infosys
  • Intermountain Healthcare
  • Invesco
  • Investec
  • Jason's Deli
  • Johnson & Johnson
  • Kerry Holdings Limited
  • Kobo
  • ManpowerGroup
  • Manulife
  • Mastercard
  • Mayo Clinic
  • McKinsey & Company
  • Mercer
  • Micron Technology
  • ModSquad
  • Mongeral Aegon
  • Morgan Stanley
  • Mount Sinai Health System
  • National Association of Federally-Insured Credit Unions
  • Natixis
  • Old Mutual
  • Oliver Wyman
  • Peloton
  • Pitney Bowes
  • PNC Bank
  • Project Management Institute
  • Prudential
  • PZU
  • QIAGEN
  • Randstad
  • Rest Less
  • S&P Global
  • SAP
  • Sesame Workshop
  • SHRM
  • SmartBridge Health
  • TD Ameritrade
  • The Hartford
  • The New York Times
  • The Purpose Xchange
  • Thomson Reuters
  • Top Sixty Over Sixty
  • Uneva Health
  • UnitedHealth Group
  • Verisk
  • Voiceitt
  • ZIBRIO
  • Zillow

Knowledge Partners

  • Age Equity Alliance
  • Aging Studies Institute (Maxwell School of Citizenship and Public Affairs at Syracuse University)
  • ACCESS Health
  • Canadian Association of Retired Persons (CARP)
  • CanAge
  • Center for the Future of Aging, Milken Institute
  • Centre for Ageing Better
  • Global Financial Literacy Excellence Center (George Washington University School of Business)
  • Mailman School of Public Health (Columbia University)
  • MIT AgeLab
  • National Academy of Social Insurance
  • Oregon State University – Center for the Outdoor Recreation Economy
  • Partners in Change
  • ProAge
  • Sau Po Centre on Ageing (The University of Hong Kong)
  • Stanford Center on Longevity (Stanford University)
  • Wise at Work

Contact for more information
Jeffrey Gullo, AARP
jgullo@aarp.org 

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