There’s no shortage of research to prove that the U.K.’s population is ageing, and with it, our workforce.
By 2025, people aged under 30 in the workforce will fall by 300,000, while those aged 50 and over will increase by over 1 million according to Office for National Statistics UK Labour Market statistics (March 2018) and Mercer Workforce Monitor analysis.
We’re experiencing a labour market where job vacancies and the number of people in work have hit record highs, but by 2027 there will be an estimated 13.5 million jobs and only 7 million younger workers to fill them, leading to a shortfall of 6.5 million workers (CIPD).
With almost one in three workers now aged over 50, both employees and employers are facing a whole host of new and increasingly complex challenges - from sensitivity around managing age issues and highly experienced staff exiting the organisation and taking valuable knowledge and contacts with them, to rapidly changing needs of employees (e.g. caring responsibilities, flexible working, health conditions, can’t afford to retire), skill shortages, and managing multigenerational teams.
While these issues can affect all areas of business, they are specifically impacting recruitment and retention, workforce planning, corporate memory, productivity, company growth, and the long-term ability to remain competitive.
As Age Diversity finally gets its time in the spotlight, so do the accumulating benefits of having an age diverse workforce and adapting to the changing needs of older employees. It’s well documented that having a good mix of age and experience across teams and projects can result in better problem solving, more creative ideas, and improved business performance.
The business case for recruiting and retaining older workers is mounting as age-friendly employers benefit from increased loyalty, lower absenteeism, flexibility in their workforce, and increased tenure. The most forward thinking employers are ensuring that the age profile of their employees matches that of their customer base. Others are tapping into the experiences of their older workers to design new products and services specifically aimed at the older consumer.
Ageing Workforce Solutions
The Renegade Generation crew are continually in conversation with CEOs, HR Directors, mature employees, older job seekers, and industry specialists so we have a unique view of the U.K.s ageing workforce landscape. This means we’re constantly picking up insights and learning about what’s working and what’s not. We translate these valuable learnings into innovative ageing workforce solutions for forward-thinking organisations.
Our clients are predominantly professional services organisations (including FSCS, Atos, and Scottish Widows) who come to us for thought leadership and help with attracting, retaining, retraining, and generally getting the best from their mature talent.
What we offer:
Thought Leadership and Innovation
The ageing workforce is a highly complex topic. Our complete immersion in this space allows us to be constantly gathering insights, ideas and case studies which we can share with Executives and HR teams to delicately navigate this area whilst mitigating risk and unlocking huge opportunities.
We deliver our thought leadership sessions through consultancy or via interactive innovation games which can be fully customised.
Our Age Assessment provides business leaders with an independent holistic view of what’s working, what’s not, and where your blind spots are, in order to successfully adapt to an ageing workforce.
Based on a rigorous evidence-based framework developed by our in-house Diversity and Inclusion Strategist, these assessments start by collecting and analysing your age-related data. We can then use the findings and insights to help you create new strategies and an action-based roadmap.
Age-friendly Employer Profile
Many organisations have an array of age-friendly offerings behind the scenes that no one knows about. We collect all aspects of your ‘age-friendliness’ and put it all together in a compelling online profile that positions you as an employer of choice for high quality mature talent.
Our clients are purchasing Age-friendly Employer Profiles to enhance their employer brand, reach an untapped group of mature candidates, and benefit from targeted niche recruitment.
Take a look at the FSCS Age-friendly Employer Profile to see an example.
Update: This initiative has been shortlisted in the FT Adviser Diversity Awards 2019, and the CIPD People Management Awards 2019. Read more here.
In-house information sessions and workshops
We have a range of career-related topics and training options expertly designed to benefit your over 45s. These include Becoming a Carer, Managing Menopause, How to Work Flexibly, Staying Tech Savvy, Planning for Career Transitions, Coping with Illness, and Managing Multigenerational Teams, and Mid-life MOTs.
These sessions can be tailored to your organisation and aimed at employees, line managers, or board level. They can be delivered in large groups, intimate workshops or one-to-one.
explore your options
We (seriously) find nothing more exciting than sharing our experiences and talking about how to turn the challenges of an ageing workforce into a competitive advantage.
Please get in touch if you’d like to find out more about our services, or explore how we could bring our ageing workforce insights and solutions to your team.