Diversity, equity, and inclusion in the workplace have evolved into an integral aspect of business growth rather than a mere suggestion. Many organisations are working towards including people of color and neurodiverse and LGBTQ+ individuals in the workplace and customer base, uplifting their perspectives and catering to their specific needs. While these significant strides are making positive changes, one group is still struggling with prejudice and bias at work. Workers in their 50s and 60s often face age discrimination, and those who encountered it in the previous 12 months said it occurred most frequently in the workplace. Despite it being common at work, many aren’t aware of it; only one in five employees think it happens in their organisation.
With an ageing UK population set to bring more older workers into the workforce, it’s more crucial than ever that employees in their 50s and 60s and beyond get the respect and protection they need at work. Not only will it improve their lives and work, but it will also benefit the companies they work for. Here are some advantages and examples of age diversity in UK workplaces:
Increased workforce
Promoting age diversity at work can attract a larger workforce, addressing labour shortages and boosting business. One of easyJet’s most loyal employees – and one of the oldest flight attendants in the UK – is 73-year-old Pam Clark, based at Luton Airport and lovingly known as ‘Nana Pam’. She has been a member of the low-cost carrier’s cabin crew for twenty years and has been appointed as an ambassador for the airline’s new over-45s recruitment campaign, which aims to reflect the world’s changing attitudes toward diversity in the people who serve their passengers. The success of this campaign, represented by Nana Pam, has debunked common misconceptions about flight crews, standing as a testament to easyJet’s commitment to breaking boundaries and creating accessibility and options for all, whether passengers or crew. Since then, easyJet’s cabin crew members over 45 have risen by 28%.
As of 2023, easyJet has reported record profits, owing to increased passenger demand and the dedication of its cabin crew and personnel. easyJet offers a wide variety of cheap flights to popular destinations, such as Paris-Orly, France; Munich, Germany; and Corfu, Greece, among many others The airline’s simple Low Fare Finder allows holidaymakers to compare flight prices for a chosen destination. The popularity of easyJet’s offerings is buoyed by their now-diversified staff’s reputation for satisfactory service. The website Cheap Holiday Expert surveyed over 3,000 travellers in 2023, with an impressive 77% of respondents saying easyJet had the best customer service.
Years of experience
Older workers often face age discrimination due to misconceptions about their ability to work, but many prove their worth with years of experience in the workforce. Fuller’s, creators of pub and hotel experiences, emphasises the importance of workers aged 50 and over and the unique edge they provide to a business. Their time in the workforce has helped them develop softer skills, typically honed through years of practice. This makes them excellent for customer service roles, which is vital for hospitality businesses such as Fuller’s. Such skills make them reliable workers who are keen to remain active, social, and visible in their local communities, allowing them to connect with customers in an engaging way.
Fuller’s boasts a long and rich history dating back to the 1800s. Since then, it has seen massive success with its cask ale range and has amassed an impressive estate of around 400 pubs and hotels. A major part of that success is its employees, who serve as the lifeblood of the business and the industry as a whole. As such, Fuller’s has been making changes to ensure older workers are cared for, including flexible shift lengths and work patterns to allow them enough time to care for their health and live their lives.
Training younger generations
With years of experience comes many insights older workers can share with younger employees to help develop their skills. DIY and home improvement retailer B&Q prides itself on being an inclusive workplace for employees of all ages. Its multigenerational workforce employs colleagues aged 16 to 92, and about 35% are over 50. These older employees are a great source of advice for customers thanks to their skills and knowledge, and such experiences are also vital for mentoring younger workers who are new to the job, aiding in their professional development. Since younger employees typically have less experience with home improvement, older workers with more know-how can pass on their advice, boosting their knowledge and allowing them to help customers better. This helps ease turnover among younger generations, who feel more equipped to work.
B&Q launched its age diversity project in the 1990s in hopes of attracting workers who have had experiences of living in and improving their own homes. This helps establish connections to the local community, many of whom are the same age as the older workers and may be more willing to trust someone with advice based on personal experience. By valuing workers regardless of age, B&Q fosters a workplace that offers many opportunities for learning and growth.
Diversity, equity, and inclusion in the workplace have evolved into an integral aspect of business growth rather than a mere suggestion. Many organisations are working towards including people of color and neurodiverse and LGBTQ+ individuals in the workplace and customer base, uplifting their perspectives and catering to their specific needs. While these significant strides are Read More HR News