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Today's Newsletter
  1. Executive Update
  2. Data Point of the Day
  3. AARP Insights
  4. Featured Promising Practice
  5. Multigenerational Workforce News
  6. Relevant Resources & Reports
  7. Stepping Into the Future
  8. Join Us!
  9. Demonstrate Your Commitment to Experienced Workers 
  10. Archives 
Dear Executives,
The past year has tested us in ways that we have never before seen, but the recent approval of COVID-19 vaccines by the Food and Drug Administration is sparking hope and allowing us to truly look towards the future. As 2020 comes to a close, I wanted to update you on both the Living, Learning & Earning Longer (LLEL) Collaborative’s current efforts and future plans.
We’re excited about the release of the new report from the Organisation for Economic Co-operation and Development (OECD), Promoting an Age-Inclusive Workforce: Living, Learning & Earning Longer, now featured on our digital learning platform. This report comes as a result of a collaboration between AARP, the OECD, and the World Economic Forum and draws on some of the learnings and promising practices from our Collaborative to support a multigenerational workforce. I found the following points from the OECD report particularly compelling:
  • We could boost GDP per capita by 19 percent in 2050 on average in OECD countries by extending working lives.
  • When younger and older employers work together, learning is shared across ages and productivity increases. A firm that has a 10 percent higher share of workers aged 50 and over than the average is 1.1 percent more productive.
  • The employment practices that have been shown to retain older employees at higher rates also benefit and increase retention of all workers within a firm. These include flexible work arrangements, experiential learning, mid-career reviews, and support for the health and well-being of employees.
The report features an action plan and checklist to mobilize, maintain, and maximize an age-diverse workforce, as well as case studies from companies across several industries. As our CEO, Jo Ann Jenkins, said during the release of both the report and digital learning platform at the AARP and Forbes launch event, “Age should not define when we stop working and learning.” You can view the launch event at:

We hope you’ll find all these resources just as valuable as we do in our collective efforts to create an age-inclusive workforce.
In staffing news, please join me in welcoming Melissa Grober-Morrow as our new thought leadership director for financial resilience to the LLEL team. Melissa joined us in November and comes to us from Prosperity Now, where she served as the director of savings and financial capability for five years and most recently as a fellow to support all programmatic resource development. Please see her article below and look forward to more outreach from Melissa as we move towards new engagements in 2021.
Finally, I want to thank all of you who completed the end-of-year survey for LLEL partner organizations and knowledge partners. We conducted this survey to get your feedback on what you found valuable from the Collaborative engagements and what you would like to see in the coming year. We are excited by the responses we have already received and are looking forward to implementing many of the suggested changes in 2021. After the New Year, we will update you on the new schedule of engagements for the Collaborative.

As always, I encourage you to send your thoughts, experiences, and insights to Thank you for your support of the LLEL Collaborative this year, and best wishes to all of you this holiday season.

Jean C. Accius, PhD
Senior Vice President of Global Thought Leadership
LinkedIn | @JeanAccius | Jean Accius’ Bio
Women in the Workplace During the COVID-19 Era and Beyond
Melissa Grober-Morrow, Director, Thought Leadership – Financial Resilience, AARP 
Many articles have been written in the last few months on the disproportionately large drop in women’s participation in the labor force due to COVID-19 and the demands of caregiving (see here and here for examples). Caregiving for children and older adults tends to fall on women more often than men, and this pandemic period has been especially tough on mothers supporting children when schools are closed or caring for an aging parent or loved one. There are many obvious impacts on women, from decreased earnings to increased strain on emotional and mental health. In addition, the wealth gap is widening for women—particularly women of color. But there has been limited focus on the impact of women’s decreased labor participation on companies and the global economy. This left me wondering: What are companies doing to support women at work?
We know that workplace supports like paid sick leave and paid family leave are valued by workers across life stages and ages. They are also good for the corporate bottom line, leading to increased productivity and retention and reduced absenteeism. We’ve also seen many companies respond to the COVID-19 crisis by providing more flexibility to workers, including the ability to work from home and flexible work hours. In addition to being the right thing to do for the sake of public health, these flexible supports are also likely to yield improved returns to companies. Companies that offer their workers flexibility tend to retain female employees at higher rates than other companies, which will make them more competitive in the long run. The OECD reports that “extending working lives could boost GDP per capita by 19 percent in 2050 on average in OECD countries,” but we won’t be able to realize this boost if we leave women behind.
Through the Living, Learning & Earning Longer Collaborative, we are exploring the policies and supports that companies are testing to improve conditions that enable a thriving multigenerational workforce. We believe that many such supports, like flexible working hours and dependent care benefits, will lead to increased workforce participation by women and will bring long-term economic benefits to companies and society alike.
We want to hear from you. Have you shifted your practices to support women at your company? How have those shifts been received by employees? Contact us at:
Maintaining a Healthy Workforce… Literally
A huge component of our own personal strength is our health and wellness. In turn, healthy employees make for a strong workforce. Pitney Bowes, an American technology company specializing in mailing equipment and services across the world, provides programs and resources to support and motivate its employees and family members to be healthy and energized. These include affordable access to health care, nutrition and fitness programs, back health and ergonomic programs, and free preventive care screenings.
Pitney Bowes’ five on-site medical clinics in the U.S. provide free access to roughly 20 percent of its employees. In 2015, its clinics recorded 37,366 total patient visits/encounters, up from 33,000 in 2014. More than 2,500 employees took advantage of clinic health screenings for skin and breast cancer, vision, hearing, blood pressure, and biometric screenings. Other clinic offerings include workshops on topics such as sleep disorders, smoking cessation, back health, parenting, elder care, and CPR certification.
Last year, Pitney Bowes’ U.S. clinicians also reached out in other ways, including offering flu shots to employees right in their own departments, updating the company’s Pandemic Preparedness Plan, and expanding its Travel Medicine Program. In 2015, Centers for Disease Control and Prevention (CDC) alerts were added to Pitney Bowes’ travel itineraries.
Beyond the reach of the clinics themselves, 14 percent of U.S. employees and family members are enrolled in Amwell, Pitney Bowes’ telehealth service. This program provides virtual access to a network of doctors and providers, including the Pitney Bowes medical staff. In addition to direct one-on-one consultation at home, the program also includes a mobile app for use while traveling.
Pitney Bowes We’ve Got Your Back program helps prevent back issues by making healthy practices fun for employees and family members. Using a game format, the program focuses on improving everyday ergonomics, performing stretching and strengthening exercises, adopting prevention strategies, and learning best practices for dealing with injuries. Launched in 2014, the program now has an enrollment of nearly 500.
Where feasible, Pitney Bowes also encourages flexible working arrangements to help employees manage the demands of work and home. For several years, its Agile Work program has enabled employees to reduce the time and expense of commuting while working efficiently from multiple locations. In addition, its SitterCity® and Culture Au Pair program benefits help U.S. employees locate caregivers, whether for a child, aging adult, pet, or house. Pitney Bowes also provides tools to help employees develop flexible working proposals. In addition to telecommuting, flexible options may include compressed work weeks, part-time assignments, and variable work schedules. For U.S. employees, the It’s Your Life resources program offers information and services on counseling, summer camps, child and adult daycare, and much more.
To learn more about Pitney Bowes’ flexible work and health and wellness programs, go to:
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 the World Economic Forum (WEF) and Organisation for Economic Co-operation and Development (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 WEF, the OECD, and at least 50 employers in the 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 WEF.

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!
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