CIPD viewpoint
Explore the CIPD's collected perspective on the key issues impacting work, including recommendations, supporting evidence and links to resources for policymakers and employers
Explore the CIPD’s point of view on age diversity in the workplace, including actions for Government and recommendations for employers
To harness the skills and experience older workers possess, employers need to improve the way they recruit, train and retain older workers in the first place.
Older workers represent a rising proportion of the UK workforce, with over-50s now making up 31% of the total, up from 21% in the early 1990s. However, the employment rates of older workers still decline rapidly after they enter their fifties for a range of reasons including early retirement, ill health or a move to self-employment.
Older workers looking to enter or re-enter the workforce find it generally harder than other age-groups to find new employment, often as a result of discrimination or bias on the part of employers and recruiters.
A lack of flexible working can also make it harder for older workers to remain in employment, particularly if they have caring responsibilities or have a disability or long-term health condition.
Unless more employers improve how they recruit, train and retain older workers they are likely to face skill and labour shortages, particularly after the UK leaves the EU and it is harder to recruit EU nationals.
The CIPD is committed to the removal of age discrimination in organisations. CIPD research shows that age-diverse teams can benefit both individuals and their organisations. Genuine inclusion boosts workforce diversity, helps address skill and labour shortages and benefits an organisation’s reputation and brand.
Given our aging population, as well as the anticipated post-Brexit restrictions of access to EU migrant workers, the proportion of older workers in the workforce may be expected to increase, especially if retirement age may potentially rise in future. Therefore, it is crucial that employers establish the people management policies and practices needed to recruit, train and retain an age diverse workforce, and harness the skills and experience they have effectively. According to CIPD research, only a fifth of employers currently have a strategy agreed at board level to manage a more age diverse workforce. This is a statistic that needs to improve.
Explore the CIPD's collected perspective on the key issues impacting work, including recommendations, supporting evidence and links to resources for policymakers and employers
Learn how to promote equal opportunities and manage diversity and inclusion in the workplace
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