Employers could be missing out on the benefits of an intergenerational workforce, with the OECD finding that age diversity in the workforce could boost GDP by 19% in the next 30 years.
We know that 36% of 50-70 year olds feel at a disadvantage applying for jobs due to their age. This recruitment guide sets out five key actions to help organisations become more age-inclusive.
In this webinar we explored the recruitment of older workers both from the perspective of employers and workers, as well as the impact of language in job adverts.
Research from the IFS, funded by the Centre for Ageing Better, has found that employees over the age of 65 were 40% more likely to have been on furlough than those in their 40s.
Mark had been working at a telecommunications company for 24 years before being made redundant at the end of 2020, and at 55 was still a way off retirement.
This report concentrates on one aspect of the recruitment process and illustrates the negative impact ageist language can have on older workers. It's a part of the Good Recruitment for Older Workers (GROW) project.
While A-list actors may be able to find work whatever their age, it’s a different story for ordinary older workers who face barriers to work right from the start.
Together with the OECD, employers and thought leaders, we explored how we can maximise the benefits of multi-generational workforces as the economy recovers from the COVID-19 pandemic.
