AARP International

How and Why Modern Employers Should Embrace Longevity

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  • About LLEL

    Join AARP, the World Economic Forum, OECD and  50 employers in a learning collaborative to identify and share multigenerational, inclusive workforce practices.

    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 50 employers in a learning collaborative to identify and share multigenerational, inclusive workforce practices.


    Action to be Taken
    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.

     

    Timeline

    This initiative will be conducted in three phases:
    I.) Launch and Partnerships;
    II.) Study and Consensus; and
    III.) Release and Promote. In addition to conducting extensive desk research, a series of regional workshops between summer 2019 and fall 2019 will convene a diverse set of international thought leaders to engage in dialogue, share existing resources, highlight meaningful case studies, and consider business rationales and incentives for employers to support a multi-generational, inclusive workforce.

    This work will culminate in a digital learning platform to be launched in December 2020. This interactive will serve as a guide for employers on the policies, practices, and business cases for supporting an age-diverse workforce.


    Upcoming Events
    December 16, 2020 Virtual launch of new digital learning platform and release of OECD research report

    Past Events
    July 30, 2019 (North America – New York City)
    Regional Executive Workforce Roundtable

    September 17, 2019 (Asia – Singapore)
    Regional Executive Workforce Roundtable

    October 4, 2019 (Europe – Paris)
    Regional Executive Workforce Roundtable

    Read Insights from the three roundtables


    Partnering Organizations

    Adecco 
    Aegon, Center for Longevity and Retirement
    AIG
    Allianz
    Amgen
    AmeriTrade
    Aquent
    Atos
    Aviva
    Avnet
    Bank of America
    Bank of Montreal
    Barclays
    Biogen
    BlackRock
    Burning Glass Technologies
    Clear Channel Outdoor
    Critical Mass
    Fidelity Investments
    Fortune
    Freddie Mac
    General Mills
    Generali
    Guardian Life
    HSBC
    Home Instead Senior Care
    Infosys
    Invesco
    Investec
    Kobo
    ManpowerGroup
    Manulife
    McKinsey & Company 
    Mercer
    ModSquad
    Mongeral Aegon, Instituto de Longevidade
    National Association of Federally-Insured Credit Unions
    Natixis
    Old Mutual
    Pitney Bowes
    Project Management Institute
    PZU
    Randstad
    S&P Global
    SAP
    SmartBridge Health
    The Hartford 
    Uneva Health
    UnitedHealth

    Knowledge Partners
    Aging Studies Institute (Maxwell School of Citizenship and Public Affairs at Syracuse University)
    Canadian Association of Retired Persons (CARP)
    CanAge
    Center for the Future of Aging, Milken Institute
    Centre for Ageing Better (UK) 
    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
    Partners in Change
    Sau Po Centre on Ageing (The University of Hong Kong)
    Stanford Center on Longevity (Stanford University)
    Wise at Work (Hong Kong) 
  • Webinar Series

    Webinar Series: Early Lessons & Promising Workforce Practices from COVID-19

    During this webinar, Phillip Taylor, professor of management at Federation University Melbourne and an associate at Partners in Change, and Vievette Henry, global head of organizational effectiveness & inclusion at AIG, discuss the business sector’s early lessons & promising workforce practices from COVID-19..


    Webinar Series: The Benefits of an Age-Inclusive Workforce to Your Bottom Line

    Featured presenters Laura Tamblyn Watts, president and chief executive officer of CanAge, Canada’s national seniors’ advocacy organization, and Susan Johnson, chief diversity & inclusion officer at The Hartford, talk about their respective organizations’ work in building more age-inclusive systems that result in growth and economic security.


    Webinar Series: Including Age in Diversity & Inclusion Strategies

    Presenters Michael North, assistant professor of Management and Organizations at The Stern School of Business, New York University and Mike Mansfield, program director at the Aegon Center for Longevity and Retirement discuss research findings behind implementing age-inclusive workforce strategies.

    Webinar Series: Reskilling and Upskilling Workers

    Presenters Anna Dixon, chief executive at the Centre for Ageing Better, and Lara Hallett, people consultant at Investec, talk about their organizations’ approaches to supporting learning and professional development of workers

    Webinar Series: Investing in Your #1 Resource: Your Workers

    In this webinar, our featured presenters are Dr. Vivian Lou, the director of Sau Po Centre on Ageing at The University of Hong Kong and Edward Moncreiffe, who is the CEO at HSBC Life (International) Limited. They discuss how Sau Po Centre on Ageing and HSBC Life have partnered to identify a local labor force concern and generate relevant workplace accommodations that better support workers.

    Webinar Series: Building Multigenerational Teams Across the Workplace

    In this webinar, Martha Deevy, Associate Director and Senior Research Scholar from the Stanford Center on Longevity and Haig Nalbantian, Senior Partner, Workforce Sciences Institute at Mercer will share research data and discuss the importance of “Building Multigenerational Teams Across the Workplace

    Webinar Series: Creating an Age-Inclusive Workplace Culture

    In this webinar, you will hear from Future-of-Work Strategist Heather McGowan and Jisella Dolan, from Home Instead Senior Care, who are thinking deeply about the benefits of implementing an age-inclusive workplace culture

    Webinar Series: Why a Multigenerational Workforce is Becoming a Business Priority

    In the first webinar of the Living, Learning and Earning Longer Collaborative series, OECD Labor Economist Shruti Singh and Bank of America executive Aubrey Long discuss the research on changing global demographic trends and why a multigenerational workforce is good for business.

  • Newsletter

    Read This month's Newsletter:
    Living, Learning, Earning Longer Collaborative Newsletter – November 30, 2020

    Today's Newsletter
    Dear Executives,
     
    The past year has exposed longstanding inequities in the United States and around the world. Organizations across the globe have publicly recognized this injustice—many for the first time—and shifted their focus to work toward solutions. The Living, Learning and Earning Longer (LLEL) Collaborative has adjusted its approach as well.
     
    AARP’s 2019 global summit on The Future of Work for All Generations noted findings that a one percent increase in the share of the working-age population across Organisation for Economic Co-operation and Development (OECD) countries is associated with a 1.5 percent growth in GDP per capita. Therefore, raising the employment of people age 55 and over helps to maximize economic growth. Unfortunately, 2020 showed us how far we still have to go to achieve this type of progress. In the past two years, LLEL has expanded on its efforts to assess diversity and inclusion in workplaces around the world. In addition, we’ve convened our global conference, webinars, peer-learning calls, and other engagements to address the sense of urgency that COVID-19 has instilled in us to meet the needs of employers and employees amidst fast-changing workforce trends and an uncertain economy. While our efforts have expanded, our end goal is still a fully equitable, diverse, and age-inclusive workforce.
     
    As the Collaborative shifts to meet these challenges, we want to hear from you to make sure we are putting the right foot forward. In December, we will send an end-of-year survey to LLEL partner organizations to get your feedback on what you found valuable from the Collaborative engagements. We will also ask what you would like to see in the coming year.
     
    The Collaborative continues to grow even as we assess and plan our priorities for 2021. In November, we welcomed Atos, Avnet, Clear Channel Outdoor, Fidelity Investments, Fortune, ModSquad, and the National Association of Federally-Insured Credit Unions as new members. We look forward to partnering with and incorporating their efforts into our collective work as part of the Learning Collaborative.
     
    On December 16, AARP, in collaboration with Forbes Media, will release the full OECD report, Promoting an Age-Inclusive Workforce: Living, Learning and Earning Longer, and digital learning platform, Growing with Age, through an online event. The event will feature Angel Gurría, Secretary-General, OECD; Jo Ann Jenkins, CEO, AARP; Steve Forbes, Chairman and Editor-in-Chief, Forbes Media; Martine Ferland, President and CEO, Mercer; Jeff Huber, CEO, Home Instead; and Rebecca Henderson, CEO, Global Businesses, Randstad, among others. We encourage collaborative members – and their colleagues –  to participate in the event and register in advance.

    I encourage you to watch AARP CEO Jo Ann Jenkins' presentation at the World Economic Forum’s (WEF) Jobs Reset Summit. The WEF Summit was a virtual meeting that brought together leaders and consortia from business, government, civil society, and media to discuss ways to rethink growth, jobs, skills, and equity. Her presentation explored how equity, inclusion, and social justice can be reset for the new economy and society.
     
    AARP continues to publish, in both English and Spanish, information and tips daily on our website at aarp.org/coronavirus and global resources at www.aarpinternational.org. We also continue to host weekly Tele-Town Halls with the nation’s top coronavirus experts so that you can ask questions and hear the latest on the health and lifestyle recommendations that are being released on an ongoing basis.
     
    Thank you for your support of the LLEL Collaborative as we continue to adapt to ongoing challenges. As always, I encourage you to send your thoughts, experiences, and insights to thoughtleadership@aarp.org.
     
    Best,

    Jean C. Accius, PhD
    Senior Vice President of Global Thought Leadership
    AARP
    LinkedIn | @JeanAccius | Jean Accius’ Bio
    • December 16, 2020, at 10:00 AM (EST): Save the date for the Organisation for Economic Co-operation and Development (OECD) Forum to unveil a new digital learning platform and OECD research report. Register for this event.
        
    5 Things You Need to Know About Leading a Multigenerational Team During COVID-19
    By Jeffrey Gullo, Senior Advisor, International Affairs, AARP
    Originally published in NationSwell.
     
    Over the last few years, managers began embracing the concept of the multigenerational workforce, with five generations working side-by-side for the first time in history. Experts regularly noted the benefits of a multigenerational workforce, including better business performance, better market insight, and a stronger pipeline of talent. Then the COVID-19 crisis hit, and employers everywhere have been challenged in ways that they could not have predicted or even imagined. Companies have faced periods of profound disruption while helping employees adapt to new work environments and technologies, often while juggling caregiving demands at home. How can managers focus on the bottom line and continue to blend multiple generations into cohesive teams, all while dealing with the COVID-19 curveball? 
     
    In a recent AARP-sponsored interview, Reuters digital special projects editor Lauren Young sat down with Johnna Torsone, executive vice president and chief human resources officer at the 100-year-old technology and global e-commerce company, Pitney Bowes, to discuss the multigenerational workforce, the impact of COVID-19, and ways employers can bolster organizational resilience through age diversity and inclusion during these unprecedented times. Here are 5 takeaways from that conversation:
     
    1. Remember That Many of Your Employees Are Also Caregivers. With the shift toward remote work, it is important for employers to recognize the challenges posed to work-from-home staff as caregivers. Caregiving responsibilities can affect workers of all ages—whether they are caring for a child, sick relative, parent, or grandparent. Employers need to consider the necessary mental, emotional, and financial support and resources to enable their employees to thrive. At Pitney Bowes, they are expanding services for workers who are also serving in caregiving roles.
    2. Meet Employees Where They Are. It is critically important for employers to develop resources that meet employees where they are, regardless of age or life stage. This is especially true today in the context of COVID-19 as different generations manage a variety of uncertainties, such as how the pandemic will affect one’s retirement income or what the impact of coronavirus will be on opportunities for younger workers. Employers must re-evaluate and design policies and employee resources with an eye toward universal design.
    3. Offer Flexibility Wherever Possible. Employees of all ages and life stages have enjoyed the flexibility generated by the shift to remote work, which has only been accelerated by the COVID-19 pandemic. And though many employees like the idea of going back to the office in some capacity, they wish to retain the ability to work from home when an office setting is not necessary to perform their job. Pitney Bowes had a strong flexibility policy prior to COVID-19—nearly half of their staff were already in flexible work arrangements, and it is noted as one of the top reasons why people stay at the company.
    4. Build Diverse Teams to Drive Innovation. If innovation is a goal, then you need a diverse team to get you there. And remember that diversity is multidimensional, including gender, race, age, and a host of other factors. In fact, research shows that an age-diverse, multigenerational team results in more innovative solutions than a homogenous team. Torsone noted, “There’s no question in my mind that different generations bring strength to the workplace. So, companies having the leadership that knows how to manage effectively or lead multigenerational groups and diversity on multiple dimensions are going to be the companies that are going to be the most successful in the future.” And she is not alone in her opinion. In fact, a recent AARP survey of nearly 6,000 global executives from 36 OECD countries found that 83 percent of global executives recognize that a multigenerational workforce is key to business growth and success. Yet, 53 percent do not include age in their diversity and inclusion policies.
    5. Be Optimistic. Periods of profound disruption can uncover new sources of strength and resilience. There is tremendous opportunity for the private sector to rise to the occasion and chart a new path forward by further investing in workers and re-evaluating corporate policies and practices with an eye toward universal design. Employers that do so—and embrace age diversity and inclusion—will be positioned for sustainability and business continuity, even in the face of global uncertainty.
    These are just some of the ways employers can leverage diversity and inclusion for long-term growth and success.  
    Want to Better Support Your Employees During COVID-19? Determine What Each of Them Needs
     
    The COVID-19 pandemic has led to an unprecedented increase in people working from home to stay safe. However, the work setup for each employee is not cookie cutter or one-size-fits-all. Each worker has individual needs based on his or her health, home, and area where they live.
     
    Mongeral Aegon, a nearly 200-year-old investment firm and insurance company in Brazil, has taken a number of steps to meet its employees’ needs during the pandemic, but the first was to listen. After determining how best to protect their employees during the pandemic, Mongeral Aegon then asked each of them what they needed to successfully work from home. Immediate determinations included that some preferred laptops, while others needed multiple screens.
     
    Then Mongeral Aegon dug deeper, assessing the challenges each person was facing, such as parenting or adult caregiving, and then incorporating ways to ease external stressors so that the employees could better balance home and work responsibilities. This included allowing them more flexibility to work anytime and anywhere and providing them with collaboration tools such as virtual coffees and learning platforms to help them stay engaged and connected, while adjusting to a digital mindset. Long-term, this flexibility allows for fairer representation and more diversity to remain in or reenter the workforce.
     
    The Longevity Institute, another initiative of Mongeral Aegon, has created an informational platform on COVID-19 with verified information and resources on health and wellbeing for individuals who are 50 and older. It also researched the response to the platform and learned that many were prepared to work online. The Longevity Institute then developed a training platform with 300 requalification courses and encouraged skill-building, so that the trainees had both the knowledge and the contacts to become insurance brokers in their regions. You can learn more about this program here.
     
    Mongeral Aegon’s efforts were most recently discussed on LLEL’s October 21 Peer Learning Call. To listen to the full call, go to: https://www.aarpinternational.org/initiatives/future-of-work/living-learning-and-earning-longer and click on the “Peer Learning Calls” tab.

    The Living, Learning & Earning Longer Collaborative is working with global companies to refine the business case for age diversity and highlight promising practices from around the world. With WEF and OECD, AARP is considering the complexity of the multigenerational workforce when evaluating an organization’s recruitment and retention practices, flexible work and caregiving benefits, lifelong learning and training, and assessment procedures. 
     
    Our findings will identify standards, policies, and practices to support an age-diverse and inclusive workforce ecosystem, ensuring an activated multigenerational workforce that can deliver innovation and resilience in the face of economic and global uncertainty. This work will culminate in a digital learning platform to be launched in December 2020. This interactive will serve as a guide for employers on the policies, practices, and business cases for supporting an age-diverse workforce.
    Join AARP, the World Economic Forum, the OECD, and at least 50 employers in a Living, Learning & Earning Longer Collaborative to identify and share multigenerational, inclusive workforce practices. To formally join the Learning Collaborative, contact Jeffrey Gullo at AARP or Haleh Nazeri at the World Economic Forum.

    The AARP Employer Pledge Program is a nationwide group of employers that stand with AARP in affirming the value of experienced workers and are committed to developing diverse organizations.
    Employers who sign the Pledge agree that they:
    • Recognize the value of experienced workers
    • Have immediate hiring needs
    Demonstrate your organization’s commitment by signing the AARP Employer Pledge:
     
    “We believe in equal opportunity for all workers, regardless of age, and that 50+ workers should have a level playing field in their ability to compete for and obtain jobs. Recognizing the value of experienced workers, we pledge to recruit across diverse age groups and to consider all applicants on an equal basis as we hire for positions within our organization.”
    Sign the Pledge!
    We encourage you to share this newsletter widely with your colleagues and other stakeholders.
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    Copyright © 2020 LLEL Project, All rights reserved.


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  • Research
  • Peer Learning Calls


    During this October 21, 2020 Peer Learning Call, LLEL members share promising practices and discuss age-inclusive

    On June 24, LLEL Collaborative members shared insights and discussed ways they are integrating age equity in diversity and inclusion practices

    During the April 22 Peer Learning Call, exclusively for LLEL members, participants shared what their businesses are doing to support their employees and how they’re rethinking workplace systems in light of the spread of COVID-19. 

  • Covid-19 Resources for Employers

    Issue Brief: Strategies for Assessing Employee Retention During COVID-19

    This brief offers 5 considerations business should take when thinking about staffing priorities in the midst of economic uncertainty.
    Read full Issue brief

    COVID-19 Resources for Employers: An Interview with Muriel Roake, Principal Consultant, Muriel Roake and Associates, New Zealand

    AARP's Senior Vice President for Global Thought Leadership Jean Accius speaks with Muriel Roake, Principal Consultant at Muriel Roake and Associates in New Zealand about what to consider when having supportive conversations with employees during COVID-19.

    Issue Brief: Supportive Conversations with Your Workers as the Age at Work

    This brief offers ideas to consider when having conversations with employees about transitions regarding retirement discussion, layoffs or other circumstances that may require delicate navigation.
    Read full issue brief

    Issue Brief: Supporting Workers of All Ages and Life Stages Through COVID-19 and Beyond

    This brief outlines ways to support all of your employees and uphold the pillars of safety, respect, equality, and privacy. 
    Read full issue brief

    COVID-19 Resources for Employers: An Interview with Professor Phil Taylor, Federation University Australia

    Jeff Gullo speaks with Professor Philip Taylor, Discipline Head of Management and a professor of human resource management at Federation Business School, Federation University Australia, about investing in employees during difficult times.

    COVID-19 Resources for Employers: An Interview with Geoff Pearman, Partners in Change

    Ramsey Alwin hosts a conversation about supporting employees during transitions with Geoff Pearman, managing director at Partners in Change, a consultancy firm based in Dunedin, New Zealand


Contact for more information

Jeffrey Gullo, AARP

jgullo@aarp.org 

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