- Please join us in welcoming the most recently added member of the Living, Learning and Earning Longer Collaborative, Best Buy! We are thrilled to continue to grow our network of employers to a total of 55 companies.
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October 26, 2021: Shaping the Future of Work: Living, Learning and Earning Longer. We’ve grown up with a model in which retirement represents freedom from work. But for many today, a better model involves the freedom to work. Join PBS, AARP and WorkingNation at 12:00 PM EST as they demonstrate the need to leverage age diversity as a competitive advantage towards success. Register here.
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October 27-28, 2021: AARP Global Conference. As the trend of global aging accelerates, we will need to invest in the health of the world population. Join the AARP Global Conference, Redefining Health: New Approaches for How We Live and Age, to explore how we can advance a global vision for healthy aging and the creation of societies where people live longer, healthier and more productive lives. Register here.
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November 16, 2021: Lifelong Housing in the UK. Join the AARP International Team at 11:00 AM EST for the next virtual spotlight in the Equity by Design – Principles in Action series. The event will feature Future Homes Alliance, a UK-based grassroots group that creates lifelong housing through innovations in both the product and the process. Register here.
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- Ageism Is Alive and Well in Advertising. September 2021. Ads showing contempt for older people are far too common. Some advertisers ignore or show little respect for this age group — a remarkably shortsighted attitude. A 2021 AARP survey found that 62 percent of older consumers agree they “wish ads had more realistic images of people my age.” Forty-seven percent concurred that “ads of people my age reinforce outdated stereotypes.”
- 5 Tips to Help Upskill Midcareer Workers. September 2021. The COVID-19 global health crisis altered the future of work, in part by creating an increased rationale for automation. At the same time, intensifying demand for skilled workers provides members of the workforce greater leverage to seek jobs with the flexibility and growth opportunities they desire. These trends call for a renewed commitment from business leaders to support upskilling and reskilling opportunities within the existing workforce.
- Working Caregivers' Worries Over Workplace Return. August 2021. The post-pandemic transition back to the workplace may be rocky, specifically for caregivers. In an AARP survey of working caregivers, three in four respondents worried about managing their responsibilities upon return. Perks established during the pandemic, such as flexible or alternate schedules, are so valued that 43 percent of respondents would consider looking for a new job if new benefits were taken away; another 22 percent were unsure.
- Determining the Return on Investment: Supporting Policies for Employee Caregivers. 2018. ReAct (Respect a Caregiver’s Time) and AARP report a business case for offering benefits that allow caregivers to balance their jobs with other responsibilities, such as flextime and telework. At the time the research was conducted, for every dollar invested in flextime, businesses could expect a return of between $1.70 and $4.34, and for every dollar invested in a telecommuting option, between $2.46 and $4.35.
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Americans Bank Funding Home Care for the Elderly. Will it Survive in Democrats’ Spending Bill? October 2021. As Democrats review the White House’s $3.5 trillion economic package, advocates fear that the home care provisions are likely on the chopping block. Those provisions are among the most expensive sections and face competition from other big-ticket items, including a paid leave program and universal pre-K. Still, this spending bill is the best chance the country has had to update its system of home-based care in decades.
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Blurred Lines in a Multigenerational, Hybrid Workforce. October 2021. The five generations of today’s workforce shared the experience of navigating the pandemic, displaying resilience and quickly adapting to a changed workplace. This caused a shift in how workers view their jobs and their purpose. For managers refining their combined online and in-person leadership abilities, five areas to master are: supporting corporate culture, maintaining a flexible mindset, practicing clear communication, setting clear expectations and encouraging cross-generational mentoring.
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Good Management and Software Design Can Help Older Workers Thrive with IT-based Tasks. July 2021. Managers can help older employees increase their productivity by strengthening their self-confidence in using organizational IT. Older employees with greater IT-related self-confidence are motivated to perform tasks using IT, which enables them to maintain consistent information processing speeds and multitasking capabilities.
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The Living, Learning and Earning Longer Collaborative works with global companies to refine the business case for age diversity and highlight promising practices from around the world. With the World Economic Forum (WEF) and Organisation for Economic Co-operation and Development (OECD), AARP is considering the complexity of the multigenerational workforce in the context of an organization’s recruitment and retention practices, flexible work and caregiving benefits, lifelong learning, and training and assessment procedures. To learn more visit Growing with Age: Unlocking the power of the multigenerational workforce, LLEL's digital learning platform which offers tools—including the latest research that makes the business case for age diversity—to help employers build, support and sustain multigenerational workforces.
If it has not done so already, we highly encourage your organization to join the AARP Employer Pledge Program. This program connects a nationwide group of employers that stand with AARP in affirming the value of experienced workers and are committed to developing diverse organizations. Learn more about signing the pledge.
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