Vice President & Founder | ANHS, Co-Founder, CEO |JV EDTECH Medovation, Board of Trustee | SAS ,Doctoral Researcher@ SSBM - Geneva, Global Transformational Educationist #Leadership #Ex 3M, Ex Convatec, Ex Kimberly-Clark
eLearning Accessibility Expert | LPI Learning Professional of the Year 2025 | Author of Designing Accessible Learning Content | International Keynote Speaker
An interesting read and just one of many compelling reasons why all workplace learning should be accessible and inclusive - as the default.
· The workforce is changing rapidly — in the coming decades, we will see greater numbers of generations in the workplace at one time.
· Individuals and organizations at large have the opportunity to adapt to the changing requirements and opportunities of an age-diverse workforce.
· The age-diverse workforce will shape work in every market and sector. Individuals, organizations and society have the opportunity to boost growth and innovation by thinking about the impact of 50-year workspans and collaborating now to develop strategies to respond.
#eLearning#accessibility#DigitalInclusion
The Future of Work: Embracing a Multigenerational Workforce
The world of work is undergoing a significant transformation. The expected duration of working life has increased by 4.1 years in the EU between 2002 and 2022, and this trend is likely to continue. By 2050, the World Health Organization projects that 22% of the global population will be over 60, leading to a multigenerational workforce like never before.
In the US, a quarter of men and 17% of women over 65 are expected to still be in the labor market by 2032. This means we'll see more generations working together, with potentially 50 years between the newest employees and those with the lengthiest experience.
This demographic shift demands a response that goes beyond just retirement plans. We need to partner across society to create a workforce that works for all, prioritizing health, well-being, and inclusivity. This includes adapting our workplaces and work cultures to support intergenerational collaboration, knowledge transfer, and mentorship.
Let's embrace this change and build a future where everyone can thrive, regardless of age or experience. By working together, we can create a multigenerational workforce that is productive, innovative, and fulfilling for all. #FutureOfWork#MultigenerationalWorkforce#Inclusion"
For more information:
https://lnkd.in/d8bYkivF
Women 55+ are staying in the workforce longer than ever before. According to a #MustRead article by Hannah Ziegler in The Washington Post this week (https://lnkd.in/et24y4Tq), as of 2021, more than 10% of US workers were women 55 and up, and their labor force participation rate (the percentage of women that is either employed or actively seeking work) was 33.6% in 2023, a seven-point increase from 2000. And for women in their 60s and 70s this change is even more marked.
Different factors have driven this change. Studies have shown that many women — like me — do actually want to work longer. But gender inequity plays a factor in what we’re seeing, too. Women earn less across their lifetimes compared to men, with an even worse gender pay gap for women of color, and while women tend to live longer than men, they are able to save far less for retirement.
For me, this is a reminder of why organizations need to make sure they are creating workplaces that work for women at all stages of their lives and careers. Tackling issues of gendered ageism, menopause, caregiving, and pay equity, to name just a few, are key to attracting, retaining, and engaging women, including in critical senior roles.
#WomenInLeadership#GenderEquity
Learning & Organisational Development Partner | Driving business success through collaboration, capability building & transformative learning experiences.
Each week, Lyndsey Simpson shares a post with articles and insights that I always find both thought-provoking and relevant. This week, I was particularly drawn to an article by the theHRDIRECTOR on how AI is influencing age diversity in recruitment. To read the article, see Lyndsey's post 👇
The article discusses how the integration of Artificial Intelligence (AI) into recruitment is transforming the hiring landscape. While tools like Applicant Tracking Systems (ATS) promise efficiency by scanning CVs for keywords and streamlining hiring, this article reveals an unintended consequence: the potential for these systems to reinforce age bias. In the UK, where over 48% of recruitment agencies use AI, older job seekers—particularly those over 50—are at risk of being filtered out due to employment gaps, outdated skillsets, or biases in historical hiring data.
In Australia, age bias in recruitment processes also remains a significant challenge. Research highlights that candidates over 50 often face barriers such as stereotypes about their adaptability or digital proficiency. These biases can deter older workers from applying for roles, especially in tech-driven industries where AI screening tools are increasingly common. Without systemic reform, these practices risk further marginalising experienced candidates who bring immense value to workplaces.
To tackle age bias effectively, we must acknowledge that there isn’t a one-size-fits-all solution. A combination of strategies tailored to each organisation’s needs is essential. These could include blind recruitment practices and regular audits of AI systems. Additionally, unconscious bias training for recruiters and fostering diverse hiring panels can help reduce bias in decision-making. Each approach plays a unique role in creating a fairer, more inclusive hiring process, ensuring that all candidates—regardless of age—have an equal opportunity to succeed.
Creating workplaces that value age diversity is not just ethical—it’s strategic. By embracing inclusive recruitment practices, we can unlock the potential of older workers, enhance organisational innovation, and set a new standard for equitable hiring.
Keen to learn how we can build age-diverse workplaces in Australia that benefit everyone, so what are your thoughts on fostering fairness in AI-driven recruitment?
#InclusiveWorkplace#AIinRecruitment#AgeDiversity
Did you know that by the early 1990s, the labor force participation rate of prime working-age women—those between the ages of 25 and 54—reached just over 74 percent, compared with roughly 93 percent for prime working-age men? According to Brookings, a nonprofit organization in Washington D.D., over the decades from 1930 to 1970, significant shifts in societal attitudes and workplace opportunities paved the way for this transformation. Full article available here: https://lnkd.in/gCKnkK3Z
By the 1970s, more women were pursuing careers in fields traditionally dominated by men, such as medicine, law, management, and academia. As a result, the earnings gap between men and women began to narrow significantly. Today, the legacy of these transformations continues to shape our understanding of equality and opportunity in the workforce. At The Woman's Exchange, our mission is to continue the expansion of financial stability and employment in the workforce by providing a nonjudgmental environment of perspectives, mentoring, and talents.
#Woexstl#GenderEquality#WorkplaceDiversity#CareerGrowth#EqualityInWork
https://lnkd.in/eH9k67mr
The shortage of women in the workforce is causing long-term economic challenges. I'm not sure that support for women in the workplace will be inspired by the fact that women have not been successful in juggling their care responsibilities with their work responsibilities, or that we are experiencing a gap in service jobs, because of declines in women's participation in the industry.
But perhaps losses to the economy will drive interest in supporting women. We are definitely not experiencing a pro woman ideological spirit in the US right now, overall.
I hope the old adage about going two steps forward, one step backward still holds true and that we are just experiencing a temporary setback. But we cannot afford it right now!
We have an opportunity to help reverse the decline as the election approaches. Vote your conscience... or your pocketbook.
Vote for equity. I have read that ageism is the last type of discrimination that is acceptable, but I hate to say it, we've got a long way to go with regard to women's equality in this country. And sadly, we seem to be behind other democratic nations in our attitudes and behavior.
#newagingpartnership#caregivingconfidential#genderequality#caregivingsupport
With International Age Diversity Day #IADD24 coming up on September 24, our latest report explains why age inclusion is more important than ever in the context of demographic change.
⚠️ Not only is the EU's domestic working-age population set to decline, but even after the Baby Boomers retire, the workforce will be older than it is today: : In 2040, 14% of the population in the EU 27 available on the labor market will be aged between 60 and 69, compared to 9% today.
🤝 In this context, companies will need to double down on initatives and policies to foster intergenerational inclusion. Intergenerational knowledge transfer needs to be a priority, and management styles also need to become more age-inclusive.
Ultimately adapting to the needs of an aging workforce population is a win-win for all employees. Find out why in our new report 👉 https://ow.ly/Rrie50TqIKc
