By 2035, 50% of Europe’s population will be over 45.
Yet, the weight of age-related stereotypes is deeply rooted in society, and poses a real barrier to employment for people aged 50 and over.
In this Forbes article, Avivah Wittenberg-Cox describes how CEOs of France’s leading companies are prioritising longevity strategies for their 50+ employees.
The article describes how the solution is not to ask people to work longer but to give them better opportunities. Adapting career cycles, retirement systems and training to manage this new reality is a massive task. We may soon see the emergence of Chief Longevity Officers.
Longevity Strategy KPIs
Four helpful KPIs are presented to measure progress on longevity strategies:
1. Employment of 50+: the ratio of 50+ employees in total employee count
2. Training Hours for 50+: number of training hours of 50 + / total number of employee training hours
3. Recruitment of 45+: percentage of people 45+ recruited
4. Job Mobility: percentage of people 50+ who changed jobs
Inclusion and Longevity
An organisational culture where 50+ employees can thrive is an inclusive culture. Our Inclusive Culture Diagnostic considers intersectional experiences, including age, in the context of inclusion. To deeply understand inclusion in our organisations, we must consider the experiences of all of our people.
To find out more about our Inclusive Culture Diagnostic, check out our website here or email us at enquiries@inclusiveleadershipcompany.com.
You can check out the original article here.
