Longevity is one of the greatest opportunities of our lifetime. It has the power to transform global markets, economies and societies. Is your company ready to maximize the opportunity? Help share this video with your network by retweeting here
|Membership Updates
Please join us in welcoming the most recently added members of the Living, Learning and Earning Longer Collaborative, Coca-Cola, Hilton and CVS Health! We are thrilled to continue to grow our network of employers to a total of 58 companies, and we’d love your help in getting us to 100 by the end of this year! Please email Jeff Gullo ( with the name and contact information of anyone in your networks that would like to learn more about LLEL. 
| Upcoming Events
11 AM EST, February 16, 2021: LLEL Collaborative Peer Learning Call. Join the 2022 kickoff of the LLEL collaborative where we will welcome back members and jump into a conversation about the Great Resignation. We are excited to hear from Nick Bunker, Economic Research Director for North America, Indeed Hiring Lab and Yvonne Sonsino, Global Co-Leader Next Stage, Mercer who will share expert insights into related labor market trends. Given this challenging employer climate, we hope to hear from members about their recent experiences with worker retention and job transitions. Register here.
| AARP Insights & Resources
  • The Future of Work for the 50+: Considerations for Workers and Employers. December 2021. Older workers are critical to a strong economy and workforce. AARP has identified five megatrends that are shaping the future of work – Longevity, Lifelong Learning, Income Inequality, Advances in Tech, and the Rise in Contingent Work – as well as how those megatrends will specifically impact people age 50 and older. It is possible to keep pace with rapid change by giving workers the skills and support systems that ensure the economy thrives.

  • Ensuring the Financial Security of All Workers While They Work and When They Retire. 2021. Over the last two decades, the United States has experienced a change in the makeup of its labor market as older Americans live longer and retire later. At the same time, the nature of work has started to transform. While non-traditional working arrangements, such as part-time or contingent work, can offer flexibility and supplemental income, they may not always ensure workers’ financial security. 

  • Lifelong Learning on the Way to Retirement. 2021. Many workers nearing retirement age find themselves in a position where they lack the financial resources to step away from the workforce. To remain competitive in the full-time job market, older adults are increasingly taking advantage of opportunities to go back to school or attend short-term trainings. Others are developing new skills while searching for part-time income. 

| Other Multigenerational Workforce News and Resources
  • The Great Attrition: What to Do About the Labor Shortage. McKinsey & Company, December 2021. With their employees leaving to take on non-traditional forms of employment, retire early, start their own businesses, or simply take a break, organizations across sectors are struggling to meet their labor demand. So, what should organizations do about this challenge? Three broad sets of potential actions include: make work more fulfilling and sustainable, improve the employer-employee relationship, and act boldly to entice people back into the workforce and onto your team.

  • Signs That Age Equity Is Gaining Workplace Relevance (At Last). Forbes, December 2021. While progress toward workplace age equity has been slow, this past year shows definite signs of improvement. Companies are increasingly prioritizing and committing to age diversity, and bills were introduced to both chambers of the U.S. Congress to address age equity last year. Both private and public-sector leadership is starting to actively build an age-inclusive workforce and society. 

  • Policy Options to Facilitate Work at Older Ages. The Urban Institute, December 2021. To deepen understanding of the labor market activities of older people, the Alfred P. Sloan Foundation launched the Working Longer program in 2010. In ensuing years, the program provided over 150 grants focused on availability of older workers, employer demand for their services, and their role in the U.S. labor force. The Urban Institute marked the end of Working Longer with this recorded event, where lessons learned and policy options for facilitating work at older ages were discussed.

| About the Living, Learning and Earning Longer (LLEL) Collaborative
The Living, Learning and Earning Longer Collaborative (LLEL) works with global companies to refine the business case for age diversity and highlight promising practices from around the world. With the World Economic Forum (WEF) and Organisation for Economic Co-operation and Development (OECD), AARP is considering the complexities of the multigenerational workforce in the context of an organization’s recruitment and retention practices, flexible work and caregiving benefits, lifelong learning, and training and assessment procedures. To learn more, visit Growing with Age: Unlocking the Power of the Multigenerational Workforce, LLEL's digital learning platform which offers tools—including the latest research that makes the business case for age diversity—to help employers build, support and sustain multigenerational workforces.
If your organization has not done so already, we highly encourage joining the AARP Employer Pledge Program. This program connects a nationwide group of employers that stand with AARP in affirming the value of experienced workers and is committed to developing diverse organizations. Learn more about signing the pledge.
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