Every year AHRI acknowledges a range of organisations for their excellence in supporting diversity within their organisation. Diversity is about acknowledging and respecting the differences of the people who make up our workforce, from age, culture, disability and gender, and building a more inclusive working environment. I am extremely excited to pay particular recognition to our clients who have not only been recognised for their work life balance achievements, however for their leadership in providing inclusive workplaces. Please see the finalists below and you can visit their employer profiles by clicking on the company links:

I had the pleasure of attending a very informative “Becoming an Age-Friendly Employer” presentation by Geoff Pearman from Staying On recently. I was aware, like most, we have an aging population and we need to start addressing this from an attraction and retention perspective.  As I said, I was aware of this, however Geoff clearly highlighted this issue is bigger than what we are placing importance on now and if don’t start taking it seriously, we are going to see further resourcing difficulties.  I’m speaking with a lot of different employers throughout industries, sizes and geographical location and most haven’t even brushed the concept of addressing the main issue in the age priority – that of course being around our aging population.  Failure for any organisation to start addressing this soon, will mean that you will unfortunately be several steps behind the progressive employers who are years ahead of building and implementing an age-friendly strategy.  The interesting element I found here is that, unlike a number of workplace issues, we are actually aware this is coming and we have the benefit of taking action now… however so many are not. As Geoff also highlights the age issue isn’t just about our older workforce, but it’s considering and engaging all generations in this conversation.  I interviewed Geoff after the presentation as I was particularly intrigued to discover more about what employers can do and to understand this issue further.

• What are some of the biggest mistakes employers are making in terms of addressing the age challenge?

1. Not addressing the challenge from a strategic and business perspective
2. Staying in “old paradigm” thinking, still seeing individualised interventions as the solution
3. Fixating on older workers and age – we need to be age friendly across the life span. You can’t disentangle age from gender, ethnicity etc
4. Paralysis by analysis. You can over research the issue and fail to act with the urgency that is required to be an industry leader. The companies age friendly story (based on evidence) needs to simple, compelling and one everyone “gets”.”

• In your opinion, what are the key statistics that HR professionals need to be present to their Executive team that the age challenge is real and that action is required now?

“Firstly I am not sure that HR is best placed to present the statistics that are going to get the attention of the executive. I think they have a role, but if you look at the business and commercial risk you need a sponsor who will champion the business case and bring together not just people data but also financial and customer data. On statistics, what I would say is that many cite average age, a waste of time; look at the percentage of staff over 50, 60 and segment it by occupation, locations etc. Look at your unplanned leave, cost of workers compensation etc. Understand your inflow and the supply of new labour. Be aware that your retirement trend line will be unreliable given the number of people turning 65 this year has increased by over 18%. Past performance is no indicator of future performance (sounds like an investment statement).”