Building age inclusive workforces

We are in a world where we are living longer, and many people will want to stay in work longer. There are clear benefits to employers of giving consideration to engaging all generations of workers with specific strategies.

When we think of older workers we should be giving consideration to how they can contribute to stronger talent pipelines, better access to multi-skilled teams and greater diversity of skills. To achieve this employers need to give specific thought on how to support all generations in the workplace throughout their different life stages at work.

Recent research suggests that the ageing workforce is important, and consequently, creating a culture that attracts, engages and utilises this part of a multi-generational workforce is important. However, the issue of older workers being a meaningful part of our workforce of the future does not appear to be at the forefront of HR leaders' minds.

In this roundtable we aim to give insight, through industry thought leaders, on how to build age inclusive workforces which successfully combine the talents and diverse outlooks of all employees, whatever their age. We expect to be able to encourage dialogue and share learnings on what has worked, and how we can all adopt relevant practices.

We will discuss how;

• Talent planning and strategic workforce planning by mapping current skills against projected skills can support people to remain relevant to their employers' needs.
• Wellbeing is at the centre of a productive and innovative workforce and how to empower our leaders to support all generations in the workforce.
• Working has been shown to improve physical and mental health.
• Embracing flexible working to support, retain and get the best out of all employees, specifically those with caring responsibilities, benefits organisations and their people.

Every one of our colleagues has an age. Most publicised business metrics tend to focus on equality of gender, ethnicity and to a lesser extent, disability and social mobility representation. By coming together and sharing, learning and embracing the challenges for an ageing workforce, we may simultaneously improve our progression toward our other stated diversity targets.

If you have any queries, or a colleague who would like to attend, please events@lewissilkin.com. Please note, there are limited spaces at this roundtable and will be given at a first come, first served basis.