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| Upcoming Events

Age Equity 2022 Fall Forum: 12 PM EST October 18, 2022. Why are companies struggling to recruit and retain talent? One reason is that age stereotypes and bias limit the way organizations manage talent—from recruitment and hiring to training and retention. And, while diversity, equity, and inclusion (DEI) seeks to increase a sense of employee belonging, age is almost always left out of the equation. This 4-hour age equity forum explains how age bias manifests in the workplace across the age spectrum and why it is imperative that companies proactively create diverse, age-inclusive employee bases. Join Age Equity Alliance as they address the topic head on with science, psychology, and benchmarks from some of the leading influences in this space. Register here

Collaborative Peer Learning Call: 11 AM EST October 19, 2022. Don’t forget to join us for LLEL’s October meeting. We will discuss the value-add of upskilling and reskilling workers, as well as strategies for doing so. This call is open only to LLEL members. Register here.

| AARP Reports
  • Older Workers Are Switching Jobs for More Money. September 2022. As Americans feel the pinch of inflation, many older workers are switching jobs to find higher pay as part of the Great Resignation, according to a survey from AARP Research. Better pay was the biggest motivator for older workers considering switching jobs, but potential job switchers were also seeking other types of fulfillment such as opportunities for growth and work that is better aligned with their passions

  • Age Bias in Job Postings Hurts Older Workers. August 2022. Age bias continues to be a barrier to older workers in the job market. Although job postings may not explicitly exclude older workers, subtle word choices discourage and deter them from applying. Older job seekers not only miss out on positions they are qualified for, but there are also few ways for them to fight back legally.

  • Workers’ Priorities Have Shifted to Overall Well-Being. August 2022. One in five workers age 50-plus have shifted how they prioritize their well-being over their job since the start of the COVID-19 pandemic. A widespread quest for wellness has prompted 94% of workers to engage in at least one healthy behavior—whether that’s getting enough sleep, eating a healthy diet, or exercising regularly. To maintain well-being in the workplace, workers most often cited that they need more money (30%), time off (26%), or flexibility (17%). 

  • Disparities Persist in Older-Worker Unemployment Rates. August 2022. Despite overall low unemployment rates, disparities across different races and ethnicities have carried over and shifted from before the COVID-19 pandemic. Asian workers age 55-plus went from experiencing the lowest rates of unemployment to the highest. For Black workers, unemployment increased, even as other groups started to see overall job growth again. 

| Other Multigenerational Resources
  • Not Quietly Quitting but Quietly Returning, Older Workers Are Changing Work and Retirement. Forbes, September 2022. The ‘quiet returning’ of retirees to the workforce is due to reasons ranging from money concerns to a search for something to do. These older adults returning to work are inventing something that is neither our current idea of retirement or of work. They are quietly creating something else — a new life stage altogether that sees the retirement age of today as a mile marker, not an exit.

  • What is 'Quiet Quitting,' and How it May Be a Misnomer for Setting Boundaries at Work. NPR, August 2022. This summer, the term ‘quiet quitting’ gained traction, referring to employees closing their laptop exactly at 5pm and doing only what is assigned—nothing more, nothing less. Quiet quitting is yet another signal that workers’ priorities are shifting in favor of time with family or for themselves more than in the past.

  • Older Workers Are the Solution – Not the Cause – to the UK’s Productivity Problem. The Centre for Ageing Better, August 2022. In the UK, there are about 800,000 people age 50-64 who are out of work but would like to be working. Misconceptions about older workers prevent them from securing jobs, and there is a tendency for this to go unchecked. No one wins when generations are pitted against one another.

  • Seven Signs of An Age Inclusive Company. Forbes, August 2022. How can you truly tell if a company practices age inclusivity? Sheila Callaham, executive director of Age Equity Alliance, shares seven ways to identify an age-inclusive company, including 1) review the company’s website to see if they have an age diverse staff, 2) review the company’s DEI policy to check for age as a metric of diversity, and 3) conduct an online search of the company name and the word ‘discrimination.’

| 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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