Never too old to work: managing an age diverse workforce

Abstract

Purpose

Setting the scene of a workforce that is living and working longer. Changing demographics are going to have a huge impact on the workplace and businesses need to get ahead of the curve.

Design/methodology/approach

Age stereotyping is one of the biggest issues faced by companies today. Companies need to focus on recruiting and retaining people based on their ability and capabilities, not their age.

Findings

In an intergenerational team, the team members are not artificially defined or divided by age; it is their talent that is important. Employers must recognize the unique skills and experiences each team member brings.

Originality/value

The expectation of flexibility among younger employees is now ingrained. If businesses want to recruit and retain younger workers, they must embrace this way of working. Flexibility is just as important for older workers, especially those with caring responsibilities (children or elderly parents.) Employers need to adapt their benefits package to appeal to all.

Citation

Butler, S. (2020), "Never too old to work: managing an age diverse workforce", Strategic HR Review, Vol. 19 No. 3, pp. 117-122. https://doi.org/10.1108/SHR-03-2020-0020