In Recognition of Grandparents Month - How to create an Age-inclusive Workplace
4 Min. Read.
September is Grandparents Appreciation Month and a great time to honor the wisdom and experience of older employees, it’s an opportune moment to reflect on the invaluable contributions that older employees make to our workplaces. With more individuals choosing to work well into their 60s, 70s, and beyond, creating an age-inclusive workplace was not just a noble goal; it was necessary to foster a healthy workplace culture and enhance employee wellness.
Table of Contents
Understanding Age-Inclusivity
Age-inclusivity is about valuing the contributions of employees from all age groups. This approach goes beyond merely avoiding age discrimination; it creates an environment where every generation feels respected, heard, and valued. With age inclusivity, businesses can harness different generations’ unique strengths and perspectives, leading to a richer, more dynamic workplace culture.
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Best Practices for Building an Age-Inclusive Workplace
Building an age-inclusive workplace requires challenging age-related biases and fostering an environment where all generations can thrive. Here are some best practices to guide your organization in this journey:
1. Raise Awareness and Provide Training
Awareness is the first step toward change. Educating your workforce about age discrimination and its negative impact is essential. Training programs that dispel myths and biases about different age groups can help build a culture of respect and understanding. For example, an iHire survey found that 33.6% of job seekers over 50 believed they experienced ageism during their job search, highlighting the need for awareness and training in combating these biases.
2. Encourage Intergenerational Collaboration
Promoting projects that span different age groups can foster employee collaboration and understanding. Intergenerational mentoring programs can be particularly effective, with older workers sharing their wealth of experience and younger employees bringing fresh perspectives and technological savviness. This mutual exchange enhances teamwork and boosts overall employee wellness by creating a supportive and inclusive work environment.
3. Implement Inclusive Hiring and Promotion Policies
To create a truly age-inclusive workplace, you must ensure that your hiring and promotion policies are free from age-related biases. Job descriptions, interviews, and promotions should focus on skills and performance rather than age. For instance, avoiding language like “recent graduate” in job postings can help prevent discouraging older candidates from applying.
4. Offer Flexible Working Arrangements
Flexibility in the workplace is increasingly important, especially for older employees who may prefer part-time work, remote options, or phased retirement plans. Offering these flexible arrangements not only accommodates the diverse needs of your workforce but also contributes to a healthier workplace culture where employees feel their personal and professional needs are respected.
5. Celebrate Contributions Across Generations
A key element of an age-inclusive workplace is recognizing and celebrating the contributions of all employees, regardless of age. Whether acknowledging milestones or highlighting the achievements of older workers, such celebrations can foster a culture of respect and appreciation that transcends generational divides.
Success Stories: Age-Inclusivity in Action
Several companies have already reaped the benefits of embracing age inclusivity:
- Barclays: The multinational banking firm runs the “Bolder Apprentices” program, which allows older workers to re-enter the workforce and upskill, promoting a diverse and inclusive environment.
- Google: Google’s “Greyglers” employee resource group supports employees over 40, providing a sense of community and a platform to address age-related issues.
- Goldman Sachs: The “Returnship” program at Goldman Sachs offers a paid internship for professionals returning to work after a career break, helping them refresh their skills and reintegrate into the workforce.
These examples illustrate how age-inclusive practices can lead to a more engaged, innovative, and dynamic workforce.
The Future of Age-Inclusive Workplaces
As people live and work longer, workplaces will inevitably become more generationally diverse. Companies that recognize and harness the strengths of all generations will thrive in this evolving landscape. A commitment to age inclusivity is not just about compliance or ethical responsibility; it’s about leveraging the full potential of your workforce to drive innovation and success.
Final Word: Create an age-inclusive Workplace to Honor Your Older Employees
Creating an age-inclusive workplace requires awareness, empathy, and ongoing commitment. By implementing these best practices, your organization can foster a culture where every employee feels valued and empowered regardless of age.
As we celebrate Grandparents Month, remember that creating an age-inclusive workplace is a powerful way to honor the contributions of older employees. At Most Loved Workplace®, we recognize companies that center the love and well-being of their employees in their business models.
If your organization is dedicated to fostering an inclusive, supportive, and thriving workplace culture, apply to be Most Loved Workplace® certified. Show the world how your company values and uplifts every generation in the workforce.
Louis Carter is the founder and CEO of Best Practice Institute, Most Loved Workplace, and Results-Based Culture. Author of In Great Company, Change Champions Field Guide, and Best Practices in Talent Management, as well as a series of Leadership Development books. He is a trusted strategic advisor and coach to CEOs, CHROs, and leaders of mid-sized to F500 companies – enabling change and steering employer brand development together with highly effective teams, leaders, and organizations as a whole.
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