Show you're committed to an age-diverse workforce.
Introducing the AARP Employer Pledge Program. Creating an age-diverse workplace can help your organization be more productive and innovative. Join companies nationwide in affirming experienced workers.
Sign the pledgeTap into experience.
With the rise of automation and artificial intelligence, companies are discovering a growing need for the human skills that technology can't replace—many of which take time to develop. All of this provides even greater motivation to focus on age-inclusivity as a competitive advantage.
CEOs Rank the Most Valuable and Hard-to-Find Skills
Importance of Skill Responded "somewhat important" or "very important" to organization
Recruiting Difficulty of Skill Responded "somewhat difficult" or "very difficult" to recruit
”PwC 20th CEO Survey,” PwC, 2017
CEOs Rank the Most Valuable and Hard-to-Find Skills
”PwC 20th CEO Survey,” PwC, 2017
What Is the
AARP Employer
Pledge?
Stand with AARP and hundreds of
employers nationwide. By signing the
pledge, you affirm the value of
experienced workers and commit to
create an organization that:
01
Believes in equal opportunity for all workers, regardless of age
02
Recognizes the value of experienced workers
03
Believes that workers who are 50+ should have a level playing field in their ability to compete for and obtain jobs
04
Recruits across diverse age groups and considers all applicants on an equal basis
01
Believes in equal opportunity for all workers, regardless of age
02
Recognizes the value of experienced workers
03
Believes that workers who are 50+ should have a level playing field in their ability to compete for and obtain jobs
04
Recruits across diverse age groups and considers all applicants on an equal basis
What does your
company get from
signing the AARP
Employer Pledge?
Benefits:
Discount on AARP Job Board postings
Receive AARP Age Inclusion Digest newsletter
Use of the AARP Employer Pledge Signer Seal to signal your commitment
Exclusive access to workforce data, industry experts and best practices
Educational resources for your employees on health & financial security
AARP Employer Pledge Program media kit to help you announce your commitment
Private AARP-led workshops for employees and affiliates
Opportunities:
Offer your employees discounted professsional online courses
Exclusive AARP membership discounts for Pledge Signer employees
Network with other pledge signers
Press coverage from national, credible media outlets
Sign the pledgeBenefits:
Discount on AARP Job Board postings
Receive AARP Age Inclusion Digest newsletter
Use of the AARP Employer Pledge Signer Seal to signal your commitment
Exclusive access to workforce data, industry experts and best practices
Educational resources for your employees on health & financial security
AARP Employer Pledge Program media kit to help you announce your commitment
Private AARP-led workshops for employees and affiliates
Opportunities:
Offer your employees discounted professsional online courses
Exclusive AARP membership discounts for Pledge Signer employees
Network with other pledge signers
Press coverage from national, credible media outlets
Sign the pledgeWant more information before you pledge?
Get InfoThe advantages of hiring
workers age 50 and older
01 Living and working longer
By 2034, adults age 65+ will outnumber children 18 and under, and population growth is expected to slow considerably.
Children 18 and under
Population
growth
Adults 65+
By 2034, adults age 65+ will outnumber children 18 and under, and population growth is expected to slow considerably.
Children 18 and under
Adults 65+
Population growth
By 2028, the share of older workers is projected to increase by:
- 51% for those age 65+
- 105% for those age 75+
Older People Projected to Outnumber Children for the First Time in U.S. History,
United States Census Bureau, 2018
Employment Projections: 2018-2028 Summary,
U.S. Bureau of Labor Statistics, 2018
02 Higher EQ (emotional quotient) skills
How Employers Rate Older Workers
Valuable resource for training and mentoring
Important source of institutional knowledge
More knowledge, wisdom and life experience
More responsible, reliable and dependable
More adept at problem-solving
Baby Boomers Are Revolutionizing Retirement: Are Their Employers Ready, Willing and
Transamerica Center for Retirement Studies, March 2015
Able to Accommodate?
Baby Boomers Are Revolutionizing Retirement: Are Their Employers Ready, Willing and
Transamerica Center for Retirement Studies, March 2015
Able to Accommodate?
03 Less turnover and longer average tenure
Average Tenure
Percentage of Workers Who Pose a Risk of Unexpected Turnover
Under 50
49%
Age 50+
29%A Business Case for Workers Age 50+: A Look at the Value of Experience,
Aon Hewitt for AARP Research, 2015
04 Improves performance and productivity
FACT: Creating an age-diverse workforce can actually improve organizational performance and overall productivity.
Research shows mixed-age teams make better business decisions 87% of the time than teams without age diversity.
Leveraging the Value of an Age-Diverse Workforce,
SHRM Foundation Executive Briefing, 2018
Larson, Erik. New Research: Diversity + Inclusion = Better Decision-Making At Work,
Forbes, September 2017
05 Better mentors to younger workers
In a survey of workers of all ages:
76%
appreciate the different perspective older workers bring
77%
value older colleagues for the skills they bring
Mentorship and the Value of a Multigenerational Workforce,
AARP, December 2018
How are other
companies
showing their
commitment?
See who else has pledged
Penman PR relies on the diversity and experience of its consultants to deliver value to its clients.
Penman PR, a boutique PR firm for the tech industry, recognizes the value of a multigenerational workforce in the strategic direction of its portfolio. The firm embraces flex work and freelance options to retain its experienced professionals as they navigate the everyday demands of their life stage.
I've looked for that diversity because public relations, in and of itself, is teachable. What's not teachable is the ability to strategize. And mature individuals who come from different backgrounds will typically have the maturity and the capability of strategizing on behalf of a client. The PR portion is the easiest part. I can't teach [strategizing]. I can't teach maturity.
Patti Hill, Founder and Managing Principal
Pure Dental Brands leverages phased retirement and flex work options to retain a multigenerational workforce and remain a competitive employer of choice.
The shifting labor market landscape has resulted in a tight talent pool in the dental industry. Pure Dental differentiates itself with a service leadership approach, adjusting its employee benefits to the needs of a multigenerational workforce. The presence of retired dentists bring a wealth of knowledge, mentorship, skills and experience that benefit their younger counterparts.
We find that older workers are very valuable to our organization. One, because if they've been in the dental industry before, they likely have good knowledge, skills and experience that they can bring with them to this organization. We have used them in a mentor capacity before. The majority of our clinical directors are over the age of 50, and their main role is mentoring the younger dentists who are just coming out of school.
Ashley Brooker, VP of Human Resources
Work at Home Vintage Experts is committed to building multigenerational workforces across the U.S. through recruiting experienced talent.
WAHVE specializes in matching skilled, older workers with companies that are looking to hire. The organization leverages a propriety, bias-free software to screen applicants blindly based on relevant skills and experience. Successfully connecting employers with talent starts with a multigenerational, productive team internally. WAHVE fosters reverse-mentoring among staff to problem solve and grow skillsets.
We all bring different viewpoints and different knowledge, young and old, different perspectives. The more we work together to come up with solutions, the more powerful the company will be and the more profitable it will be.
Sharon Emek, CEO