Copy
| Upcoming Events
Mark Your Calendars for the 2022 LLEL Collaborative Peer Learning Calls:
  • February 16, 2022
  • April 20, 2022
  • June 15, 2022
  • August 17, 2022
  • October 19, 2022
  • December 14, 2022
| AARP Insights & Resources
  • Growing with Age Platform. It has been one year since the Living, Learning, and Earning Longer Collaborative successfully launched the Growing with Age platform – developed in partnership with the World Economic Forum and the OECD. Growing with Age offers employers evidence-based tools for building, supporting, and sustaining a multigenerational workforce. AARP encourages employers to revisit this resource as they work to enhance their diversity, equity, and inclusion initiatives in 2022. 
  • Living, Learning, and Earning Longer 2021 Collaborative Call Review. As 2021 comes to a close, the Living, Learning, and Earning Longer Collaborative invites members to look back on a year of successful Peer Learning Calls. These virtual discussions between experts, executives, and diversity, equity, and inclusion leaders highlighted key topics such as the value of having a multigenerational workforce, the evolving nature of the workforce during the COVID-19 pandemic, and the “Great Resignation.” Edited recordings and meeting summaries can be accessed on AARP’s website.

  • 10/20 Event Recap: Workforce Diversity. October 2021. In recent years, environmental, social, and governance (ESG) metrics have gained greater prominence for companies, shareholders, and policymakers. On October 20, 2021, AARP partnered with the Bipartisan Policy Center to present an event exploring various topics under the “S” of ESG—specifically, workplace diversity with a specific focus on racial, gender, and age inclusion. 

  • Older Women Workers' Jobs Were Disrupted During COVID-19. September 2021. A survey conducted by AARP Research revealed that the COVID-19 pandemic widely impacted midcareer and older (ages 40-65) female workers. About 40 percent of respondents experienced at least one job interruption. Of those who were still unemployed, 70 percent were out of work for six months or more. Furthermore, one-quarter of surveyed women saw their financial situation worsen during the pandemic. 

  • Global Insights on the Multigenerational Workforce. August 2020. AARP surveyed employers in 36 OECD countries in 2019 and 2020. Responses confirmed that older workers are remaining in the workforce in larger proportions, defying stereotypes, contributing to business growth – including higher profit margins – and still fighting ageism and discrimination. Within this context, global employers are uniquely positioned to support and facilitate the development of age-inclusive work environments.
| Other Multigenerational Workforce News and Resources
  • The Value of Employing a Multigenerational Workforce. Forbes, December 2021. A 75-year-old does not communicate the same way a 25-year-old does. They do not share the same work habits, career goals, and skills – but that is not a bad thing. It creates an opportunity for staff to learn from each other. Peer mentoring, open attitudes towards receiving and responding to feedback, and workplace adaptability can facilitate teamwork and strengthen a company. 

  • 6 Strategies to Boost Retention Through the Great Resignation. Harvard Business Review, November 2021. With employees jumping ship in record numbers in the United States, companies should make themselves so attractive that employees won’t want to leave. Six strategies can help accomplish that: (1) add monetary incentives for staying, (2) provide better career opportunities, (3) elevate the company’s purpose, (4) prioritize culture and connection, (5) take better care of employees and their families, and (6) embrace flexibility.

  • Hidden Costs of Caring for Aging Parents. Fidelity, November 2021. Given that helping an aging loved one can become all-consuming while impacting retirement security, Fidelity outlines steps that caregivers can take to protect their own finances and retirement plans. Working family caregivers should be careful to (1) understand the long-term monetary cost of time away from the formal workplace, (2) explore all options for retaining a paycheck and saving for retirement (3) avoid taking on too many caregiving responsibilities and (4) prioritize personal time.

  • The New Map of Life. The Stanford Center on Longevity, November 2021. In the United States, demographers predict that as many as half of today’s 5-year-olds can expect to live to the age of 100. Investing in these future centenarians means expanding access to high-quality childcare and early childhood education; increasing access to health care services, opportunities for physical exercise, and healthy food choices; utilizing technology to facilitate the process of healthy ageing; creating new options for learning outside of formal education; and building longevity-ready communities.
| 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.
Copyright © 2021 * Public Private Strategies*, All rights reserved.

Our mailing address is:
700 Pennsylvania Avenue SE, Washington, D.C. 20003  

Icons made by Prosymbols, Freepik, Eucalyp, and srip from www.flaticon.com.

Want to change how you receive these emails?
You can update your preferences or unsubscribe from this list.






This email was sent to <<Email Address>>
why did I get this?    unsubscribe from this list    update subscription preferences
LLEL Project · 700 Pennsylvania Ave SE · Washington, DC 20003-2493 · USA

Email Marketing Powered by Mailchimp