The Longevity Pledge

THE LONGEVITY PLEDGE FOR ORGANIZATIONS

We believe in creating enlightened workplace cultures that unleash the value of the intergenerational workforce. Workers over 40 are increasingly the norm, and those over 55 are the fastest growing segment in the American labor force and soon will be its largest. Creating inclusive workplaces for all employees regardless of age will be critical to corporate effectiveness and competitiveness in the global marketplace.

By taking this pledge, we commit to attracting, retaining, and developing older employees and to creating an “ageless workplace” that allows all employees to flourish regardless of generation. We will do this through the following GenALL Pledge:

• GENERATE effective and transparent HR strategies that supports the ageless workplace and create jobs for older workers

• EXECUTE workplace training and educational programs that will help employees of all ages succeed over longer careers

• NOTE, measure, and report on key metrics like pay, promotion, and evaluation equity, using these insights to improve our workplace

• ANNOUNCE your support in our workplace and in public for building an effective intergenerational workforce

• LAUNCH programs to support an intergenerational workforce, including initiatives such as flexible work arrangements, internal affinity groups based on age, mutual mentoring programs, "returnships" and other programs to attract workers back to the workforce, and other arrangements to support the unique needs of older workers

• LEAD by sharing results from our efforts and learning from other as we develop a culture that supports the intergenerational workforce

Developed With

Why This Matters

• Our workforce is getting older; More people HAVE and WANT to work later in life (1 in 4 will be over 55 by 2025, up from 1 in 10 today) 

• In 2002, 24.6 percent of the US workforce was fifty or older.  That grew to 32.3 percent by 2012. It will likely be at 35.4 percent by 2022 and closer to 40 percent one decade later.

• Companies benefit from the wisdom, maturity, pattern recognition, and experience of older workers AND from greater understanding of customer needs of this demographic

• Despite the growing importance of age diversity in the workplace, only 8% of companies, according to research from PwC, have age as part of their diversity and inclusion strategies.

How companies prepare for and respond to changing workplace demographics will have a profound influence on their ability to compete in the global marketplace and will affect the communities in which they operate.