Diversity, equity, and inclusion are crucial for business growth, extending beyond mere suggestions to become integral aspects.
- Older workers in the UK face persistent age discrimination despite the evolving diversity initiatives.
- Promoting age diversity can address labor shortages, improve business outcomes, and foster a more inclusive work environment.
- Companies like easyJet and Fuller’s demonstrate the successful integration of older workers, harnessing their experience and skills.
- B&Q showcases how older employees can mentor younger generations, enhancing their skills and reducing turnover.
In today’s business landscape, diversity, equity, and inclusion have become foundational elements for growth and sustainability. While strides have been made in embracing people of color, neurodiverse individuals, and the LGBTQ+ community, age discrimination remains a significant hurdle, particularly for workers in their 50s and 60s. Despite its prevalence, awareness among employees remains low, with only one in five recognizing its occurrence in their workplace. In light of the ageing UK population, ensuring respect and protection for older workers is increasingly critical, benefiting not only these employees but also the companies themselves.
The promotion of age diversity is proving beneficial in expanding the workforce and addressing labor shortages. easyJet’s initiative to attract older workers, exemplified by the 73-year-old flight attendant known as ‘Nana Pam’, highlights the airline’s commitment to diversity. This campaign has seen a 28% increase in cabin crew members over the age of 45, contributing to easyJet’s record profits driven by increased passenger demand and a dedicated staff. The success challenges stereotypes about capabilities of older workers, as well as enhancing the airline’s customer service reputation, as supported by a survey indicating high satisfaction among travelers.
Years of experience that older employees bring to the table often go underappreciated but are vital to business success. At Fuller’s, a long-established company in the hospitality industry, older workers are valued for their seasoned skills that are essential in providing excellent customer service. This demographic contributes significantly to Fuller’s prosperity, a firm that’s known for its cultural heritage and a vast network of pubs and hotels. The company has adapted by offering flexible work patterns to accommodate the needs of older employees, acknowledging the critical role they play in the industry.
B&Q, a retailer in DIY and home improvement, illustrates how intergenerational collaboration enriches work and learning environments. By employing a broad age range, B&Q capitalizes on the extensive knowledge base of its older workforce. These employees serve not only as valuable advisors to customers but also as mentors to younger employees, facilitating professional growth and skill development. Such dynamics reduce staff turnover, as newer employees feel more equipped and supported in their roles. Initiatives like B&Q’s age diversity project, which commenced in the 1990s, underscore the importance of harnessing diverse experiences to enhance community connections.
Ensuring age diversity in the workplace fosters an inclusive atmosphere, benefiting employees and employers alike.
