Here are five ways your organisation can change their mindset, provide better opportunities and sustain the motivation of mature age workers.

challenge the stereotypes

There’s no more ample room for assumptions and stereotyping - e.g. while many people might assume mature age workers are more likely to be off sick, the opposite is the case.

support your staff

Research shows older workers like more flexible working opportunities and the chance to take up mentoring roles. This can help your organisation pass on skills and encourage greater engagement and collaboration while managing a multi-generational workforce.

ensure advertising is neutral

Legally, you can’t refer to the age when advertising unless you’re undertaking positive action - this includes avoiding references such as ‘graduate experience’. It’s also vital to ensure the advertisements don’t appear to favour one age group over another.

know the drivers

Understanding what drives mature age workers’ attraction to an organisation – and what makes them stay is critical to workforce planning and managing talent.

age audits

Some businesses now regularly review the age balance in their workforce. Ideally, age audits should not just look at recruitment, but your entire workforce plan, including critical factors such as promotion and availability or take-up of training.

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