Employers engaged in the Age-Friendly Employers Charter are united by a common vision: the value of experienced workers and a commitment to improving working conditions for people in their fifties and sixties. They take necessary steps to help them thrive in a multigenerational workforce.
In the sectors of tourism, hospitality, leisure, and retail, many organizations, such as Oliver Bonas and Delta Hotels, have joined this movement. These industries offer excellent opportunities for older individuals, whether they are looking to change careers or re-enter the job market after a break. Furthermore, faced with current labor shortages and economic challenges, integrating older workers presents significant advantages. By harnessing the potential of experienced employees, these companies find innovative solutions to overcome recruitment and retention hurdles.
Among the signatories of the Charter, Joseph Holt Brewery stands out for its commitment to older workers. Founded in Manchester more than 175 years ago, the company operates 127 pubs in the North West and attributes its success to the loyalty and experience of its staff. By adopting an open approach and valuing older employees, Joseph Holt has managed to attract and retain quality talent, even in times of labor shortages.
Imperial Hotels, a company with over 200 years of history, has also leveraged this initiative. The pandemic prompted the group to rethink its practices in favor of older workers. By creating an age-friendly work environment, Imperial Hotels has not only strengthened its workforce but also improved its overall performance. Among their recommendations, the importance of management commitment, job flexibility, and investment in training are essential to attract and retain employees of various ages.
These examples illustrate how the tourism, hospitality, leisure, and retail sectors can benefit from a multigenerational workforce. By valuing the skills and experience of older workers, companies not only meet their staffing needs but also create dynamic and inclusive work environments. Adopting the principles of the Age-Friendly Employers Charter is a key step towards a more diverse and prosperous professional future.
FAQs: Age-friendly Employer Pledge
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The benefits of joining the commitment of age-friendly employers according to the players in tourism, hospitality, leisure, and commerce
Joining the Age-friendly Employer Pledge offers many benefits to businesses in the sectors of tourism, hospitality, leisure, and commerce. This commitment demonstrates a willingness to value older workers and create an inclusive and dynamic work environment. Let’s explore how these benefits manifest concretely in these industries.
Why should employers in tourism and hospitality adopt the Age-friendly Employer Pledge?
The sector of tourism and hospitality greatly benefits from the commitment to age-friendly employers. By promoting the inclusion of workers over 50, these companies can enrich their teams with a diversity of experiences and skills. This not only improves the quality of service offered to customers but also strengthens the company’s resilience against market fluctuations.
Joseph Holt Brewery, for example, has been able to leverage the experience and loyalty of its older employees to maintain a high level of customer satisfaction. By welcoming workers of various ages, the company has created a harmonious and stimulating work environment where each generation can learn from and support each other.
Additionally, joining this initiative helps companies address current challenges such as labor shortages. By hiring older workers, businesses can fill skills gaps and reduce costs associated with recruiting and training new employees.
What are the concrete benefits for the leisure and retail industries?
For the sectors of leisure and commerce, integrating older workers presents numerous advantages. These businesses benefit from an experienced workforce capable of managing complex situations and providing high-quality customer service. Older employees also bring a unique perspective that can inspire innovative strategies and improve overall business management.
For example, Imperial Hotels has successfully transformed its corporate culture by adopting practices that favor older workers. This initiative has not only helped to restore a stable workforce after the pandemic but also increased employee satisfaction and loyalty. By investing in the training and skill development of older workers, Imperial Hotels has created a versatile and engaged team.
Moreover, retail businesses can benefit from the loyalty and exemplary work ethic of older employees, thereby reducing staff turnover rates and associated recruitment costs.
How does the commitment to older workers improve overall company performance?
The inclusion of older workers in the sectors of tourism, hospitality, leisure, and commerce significantly contributes to the overall performance of the company. Older employees possess vast experience and valuable skills that can be utilized to train younger generations, thus fostering effective knowledge transfer and creating a beneficial intergenerational work environment.
Furthermore, older workers are often more reliable and committed, reducing absences and increasing productivity. Their presence can also enhance the company’s reputation by demonstrating a commitment to diversity and inclusion, which is increasingly valued by consumers.
Success stories in the industry
Successful initiatives like those of Joseph Holt Brewery and Imperial Hotels perfectly illustrate how the commitment to older workers can transform a business. These companies show that by adopting inclusive policies, it is possible to create harmonious work environments where every employee can thrive.
By drawing inspiration from these examples, other companies in the sector can also benefit from this approach by strengthening their teams and improving their competitiveness in the market.
What challenges must be addressed to become an age-friendly employer?
Joining the Age-friendly Employer Pledge involves overcoming certain challenges, including changing mindsets and adapting management practices. It is essential to raise awareness among leaders and employees about the importance of including older workers and providing them with the necessary tools to foster a respectful and equitable work environment.
Another common challenge is adapting workstations to the needs of older employees. This might include implementing flexible working conditions, providing ongoing training, and adjusting tasks to better match the physical and cognitive capabilities of older workers.
To facilitate this transition, companies can rely on external resources, such as diversity and inclusion consultants or specialized training programs. For example, baby boomers are encouraged to extend their careers, which reinforces the importance of creating suitable and inclusive work environments.
What societal impacts result from the commitment of age-friendly employers?
The commitment to age-friendly employers has positive repercussions beyond the companies themselves. It contributes to better social integration of older adults, thereby reducing isolation and improving their quality of life. By facilitating access to employment for older workers, this commitment also helps to diminish economic inequalities and promotes a more inclusive society.
Additionally, by valuing the experience and skills of older workers, companies actively participate in combating age-related stereotypes. This fosters a more positive perception of older individuals in society and encourages other sectors to follow this example.
Recent studies show an increase in the number of individuals wishing to extend their careers, particularly among baby boomers, underscoring the importance of creating employment-friendly policies for seniors.
How can employers maximize the benefits of the Age-friendly Employer Pledge?
To maximize the benefits of joining the Age-friendly Employer Pledge, employers must adopt a proactive and strategic approach. This starts with an internal evaluation of current practices and identifying areas needing improvement. Establishing specific mentorship and professional development programs can also help effectively integrate older workers.
It is crucial to promote an inclusive company culture where every employee, regardless of age, feels valued and respected. Organizing awareness workshops and training on generational diversity can strengthen this culture and foster better mutual understanding among the different generations within the company.
Furthermore, employers can benefit from partnerships with organizations specializing in the inclusion of older workers. For instance, participation in projects like Good Recruitment for Older Workers (GROW) from Imperial Hotels can provide valuable tools and resources to enhance recruitment processes and reduce age-related biases.
Additionally, integrating suitable technologies and implementing flexible working policies can address the varied needs of older workers while enhancing the company’s competitiveness.
What testimonials exist from companies that have joined the pledge?
Companies that have signed the Age-friendly Employer Pledge regularly share testimonials of the benefits they have gained from this commitment. Joseph Holt Brewery, a long-established family business, has seen a significant improvement in the quality of its personnel and increased loyalty among its older employees. Their success lies in a corporate culture that values experience and encourages generational diversity.
Imperial Hotels has also shared its
quantification of senior economies as a key element of their expansion strategy. Their cultural transformation has not only helped to rebuild their workforce after the pandemic but has also enhanced their brand image as a responsible and inclusive employer.
These testimonials emphasize the importance of commitment to older workers and demonstrate how this can lead to increased performance and better satisfaction within the company.
What resources are available for employers wishing to join the pledge?
For employers interested in joining the Age-friendly Employer Pledge, numerous resources are available to facilitate this process. Practical guides, training sessions, and assessment tools can help businesses implement appropriate policies and create a welcoming work environment for older workers.
For example, the Centre for Ageing Better offers programs like Good Recruitment for Older Workers (GROW), which helps companies identify and eliminate age biases in their recruitment processes. Similarly, recent studies reveal an increase in the number of individuals with disabilities in the labor market, highlighting the necessity of adopting similar inclusive practices (see study).
Furthermore, online platforms dedicated to the economy of seniors offer advice and strategies for effectively integrating older workers across various sectors (learn more).
Finally, employers can participate in networks and events dedicated to the inclusion of older workers, allowing them to share experiences and learn best practices adopted by other companies.
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