7 reasons to develop age diversity in the workplace

From SeasonedPros.ca 

When we think of diversity and inclusion in the workplace, we most often think of bias around gender, culture and race. What we don’t hear about is the bias of age. 

Age-based discrimination is a phenomenon that stalks workers over the age of 50, and in sectors like IT, over the age of 40. It is said to be one of the most tolerated forms of discrimination. 

The irony is that anti-age bias doesn’t just hurt workers. It hurts organizations and the economy which are experiencing a talent shortage.

What is age diversity?

An age-diverse workforce welcomes workers from all age demographics and generations. Forward-thinking leaders recognize that employees in the 50+ age group are an untapped source of labour in a market experiencing talent gaps.

They have developed the soft skills to make strategic decisions, work collaboratively in teams and to listen empathetically. 

7 reasons to develop age-diverse workforces

  1. A balanced workplace – multi-generational teams create stable and balanced work environments in which soft skills of communication and collaboration are combined with an emphasis on data and technology.
  2. Two-way mentorship – workers with experience can share knowledge they have accumulated with younger colleagues. In exchange younger workers can help mature colleagues with technology and digital platforms.
  3. Drives innovation – When different perspectives and experiences collide in a room, new ideas are born. Ideas from different generations can cross-pollinate to hatch new products and processes which give businesses an innovative edge.
  4. Increased productivity – experienced talent can make faster strategic decisions and younger workers can perform tech tasks more quickly. The combined efficiencies can boost a company’s output with the same number of labour hours.
  5. Lower turnover – experienced workers in permanent positions are less likely to jump from job to job to climb the corporate ladder because they have already developed their careers and have less to gain.
  6. Workers are the customers – Talent in the same age group as clients and customers understand how to address and communicate with these segments. This improves B2B client relationships and boosts B2C marketing, product development and sales strategies
  7. Reputational Management – a firm that embraces age diversity in its workforce will be regarded as forward-thinking by clients and customers who recognize the benefits and innovation of this talent strategy.

Organizations can promote age diversity in their talent strategies and seek out experienced business talent through agencies specializing in this segment. Contact SeasonedPros.ca and find the best-experienced talent in the market.

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