Abstract
The Age-Friendly Workplace initiative has gained significant traction in recent years as organizations adapt to shifting demographic trends and increasingly acknowledge the business and social importance of fostering inclusive and welcoming environments for employees across all age groups. Case studies offer valuable insights for practitioners and providers looking to foster comprehensive approaches to well-being for older adults where they live, work, and engage.
Key Words
healthy aging, age-friendly, workplace, workforce, employer
The Age-Friendly Workplace initiative has gained momentum in recent years as organizations respond to changing demographics and increasingly recognize the value of creating inclusive and welcoming environments for workers of all ages. Today, older adults make up a large and growing segment of the workforce. The demographic composition of the United States labor force has undergone a significant transformation over the past 2 decades: the proportion of workers ages 55 or older nearly doubled from 12.4% in 1998 to 23.1% in 2018. Projections from the U.S. Bureau of Labor Statistics (BLS) indicate that this demographic shift is likely to persist. According to their forecasts, by 2028, individuals ages 55 or older are expected to constitute 25.2% of the national workforce, suggesting that within the next decade, 1 in 4 American workers will be ages 55 or older (Clark & Ritter, 2020).
Historical Context
The concept of age-friendly workplaces emerged in the early 2000s as researchers and policymakers began to recognize the challenges and opportunities presented by changing demographics. In 2006 the Certified Age Friendly Employer program was launched, providing certification for organizations that have demonstrated commitment to being good places to work for employees ages 50 and older (Age-Friendly Institute, n.d.).
The program’s launch coincided with broader efforts to imagine environments and services that support active aging, most notably the World Health Organization’s (WHO) 2007 Age-Friendly Cities framework, which identified core characteristics of age-friendly cities. In 2010 the WHO’s Global Network of Age-friendly Cities and Communities (GNAFCC) was established to “bring together like-minded cities and communities committed to becoming more age-friendly and to facilitate the exchange of information, resources and best practices” (WHO, n.d.).
In 2012 AARP launched its Employer Pledge Program to provide employers a way to affirm the value of experienced workers and age-diversity, and to promote the value of older workers to employers (Powdar, 2022). The program allows employers to publicly commit to equal opportunity for all workers regardless of age, and to recognize the importance of experienced employees in their workforce (AARP, n.d.).
Today, AARP continues its work engaging employers. Senior Advisor Heather Tinsley-Fix leads the organization’s employer-engagement effort, showcasing successful practices by employers actively engaging in age-friendly workforce programs and policies. This includes providing lessons learned from case studies that demonstrate the benefits of hiring and retaining older workers, raising awareness about older workers’ contributions, and bringing attention to systemic changes in workplace policies that accommodate an older workforce. According to Tinsley-Fix, “All ages matter and bring something to the workforce. While we talk about the value of older workers, it’s age diversity that’s the real secret sauce. When you have an inclusive environment, organizations can really leverage that” (Health Action Alliance, 2024).
Growing Awareness
A testament to the growing recognition of the value of older workers, National Employ Older Workers Week is now celebrated annually during the last full week of September. This initiative, led by the U.S. Department of Labor (2024), is meant to raise awareness about the contributions and potential of older workers in the labor force. The week highlights the importance of experienced employees in the workplace and the Senior Community Service Employment Program (SCSEP), which provides on-the-job training, upskilling, and community-service–based job experiences for low-income people ages 55 and older. SCSEP helps participants remain competitive and achieve financial stability—a critical need for the estimated 6–8 million adults ages 65 and older who, as of 2022, were living in poverty (Ahuja, 2024).
Opportunities for professional growth and financial stability are important given that roughly 1 in 3 older adults ages 65 and older are economically insecure.
Other governmental agencies, such as the U.S. Department of Health and Human Services’ Administration for Community Living (ACL), support National Employ Older Workers Week in various meaningful ways. ACL helps raise awareness about the week through its communication channels, offers resources and information for employers, older job seekers, and community organizations about employing older workers, and uses this week as an opportunity to advocate for policies that support the employment of older adults.
The Business and Social Case for Age-Friendly Workplaces
For older workers, age-friendly workplaces provide numerous positive impacts. They offer opportunities for continued professional growth and financial stability, which is especially important given that roughly 1 in 3 adults ages 65 and older are economically insecure, with incomes below 200% of the Federal Poverty Level (FPL). That number is higher among older adults of color: 43.4% of Black and 44.1% of Hispanic adults ages 65 and older have incomes below 200% of FPL (National Council on Aging, 2024). Flexible work arrangements can allow older adults to balance work with personal or caregiving responsibilities (Flexa.com, 2024). These approaches have the potential to improve overall well-being among older employees, reducing the risk of isolation and depression often associated with abrupt retirement.
Communities also benefit from age-friendly workplaces. When older adults remain employed, they continue to contribute to the local economy through taxes and consumer spending. Their ongoing participation in the workforce can alleviate pressure on Social Security systems and reduce reliance upon community support services. Furthermore, intergenerational workplaces foster knowledge transfer and mentorship opportunities, enriching younger workers’ professional development (Driver et al., 2021).
Age-friendly workplaces respond to business imperatives, too. As the workforce ages, companies that embrace the value of older workers gain access to an array of experience, skills, and institutional knowledge. These employees may demonstrate higher engagement, loyalty, and reliability levels than their younger counterparts. Studies have shown that age-diverse teams tend to be more productive and innovative, leveraging the complementary strengths of different generations. Additionally, retaining older workers can reduce recruitment and training costs associated with high turnover rates (Finklestein et al., 2016; Kenrick, 2022; Root et al., 2023).
Despite these advantages, challenges persist for older workers and job-seekers, perhaps stemming from misconceptions about older employees’ adaptability, especially when it comes to technology (Tams, 2024). Concerns about higher healthcare costs or the perceived need for more accommodations may also exist. These and other age-based biases can lead to missed opportunities and a failure to capitalize on the full potential of an age-diverse workforce (Allen, 2023).
Case Study: Maine State Government
Maine is the oldest state in the country (demographically), and it sees older workers and multi-generational work teams as a key part of its workforce strategy. According to the state’s Economic Development Strategy plan, Maine must add at least 75,000 people to its workforce between 2020–2030 (State of Maine, 2024) The state’s demographics provide an opportunity to engage older adults as part of the solution in ways that benefit employers, workers of all ages, and Maine’s economy.
While the projected growth of Maine’s population ages 20–64 is anticipated to decline slightly over the next 10 years, Maine’s population of people ages 65 and older is expected to increase, in 2035 reaching 29% of the state’s total population. Even though labor force participation rates within age groups have not changed significantly across the past decade, the number of jobs held by individuals ages 65 and older has steadily grown from 2013 when it just passed 32,000, to 53,500 in 2023, a 67% increase, highlighting a continued need to identify and reduce barriers to employment and promote age diversity in the workforce.
Maine’s government realizes there are other important benefits beyond its workforce needs. According to Elizabeth Gattine, Senior Policy Analyst in the Governor’s Office of Policy Innovation and the Future, “while some people need or choose to work longer for financial reasons, working can also provide social connections, a sense of purpose, and continued opportunities for learning and growth. Older workers bring experience and expertise, strong work ethic, mentorship and leadership skills, and diverse perspectives that can contribute to innovative and dynamic workplaces.”
‘Increasingly, the private sector is embracing the concept of age-friendly workplaces, too.’
In 2022, Maine Governor Janet Mills created the Cabinet on Aging by Executive Order to bring together state government agencies to coordinate and advance work on critical issues such as affordable housing, long-term services and supports, financial security and essential needs, and engagement and employment in Maine’s growing economy (State of Maine, 2022). The Cabinet, which is co-chaired by the Commissioner of Maine’s Department of Labor, has three key overlapping focus areas, one of which is to engage older adults in active retirement by supporting employment and volunteer opportunities.
In 2024 the Governor issued a proclamation recognizing National Employ Older Workers Week (referenced above) as part of an effort to continue highlighting the importance of older workers to the state and its economy (Office of the Governor Janet T. Mills, 2024).
Collaborative efforts support the state’s age-positive workplace focus. The State’s Department of Administrative Financial Services and the Governor’s Cabinet on Aging hosted a virtual age-positivity training open to all Maine State Government employees in the Executive Branch. The State’s Bureau of Human Resources administers 10 employee resource groups (ERGs) with retention in mind. These affinity groups are recognized entities of the Maine State Government that create networking spaces, mentorship resources, and professional development opportunities. One is an age-positivity group for older adults, and another group has been established for employees who are caregivers of family members of any age.
Beyond these efforts in state government, the state collaborates with other sectors in the Age Friendly Ecosystem (AFE) to enhance the health and well-being of older employees and the communities where they live and work. In 2023, the Maine State Government partnered with the Maine Council on Aging (MCOA)—a nonprofit network of more than 130 organizations, businesses, municipalities and older community members—to provide valuable trainings to multiple working groups throughout state government on topics ranging from recruitment and hiring to cultivating an inclusive workplace environment for workers of all ages.
MCOA also provides direction through its Leadership Exchange on Ageism (Age-Friendly Public Health Systems, 2024), a training that has helped Maine’s government leaders better understand how to identify and address age-related biases in the workplace. Maine also became a Certified Age-Friendly Employer to ensure it promotes and supports an inclusive workforce and highlights its benefits and opportunities to others.
Case Study: Shutterstock, Inc.
Increasingly, the private sector is embracing the concept of age-friendly workplaces. One example is Shutterstock, a global media technology company in New York City that provides high-quality digital content, including images, videos, music, and 3D models. The company joined AARP’s Employer Pledge program to guide its efforts to create an inclusive environment for employees of all ages and has implemented inclusive recruiting processes that prioritize building a diverse pool, evaluating capabilities and ensuring a consistent, equitable evaluation of all candidates regardless of age or other demographic factors. This approach aims to mitigate age discrimination and ensure fair opportunities for all candidates.
Shutterstock also has developed internal training programs that include scenarios addressing age discrimination, helping employees recognize and avoid ageist behaviors. An ERG called “Seasons” was established to support older adults in the workplace. This group has evolved to include a broader range of ages, organizing events and career development sessions focused on AI and other topics to help employees upskill as they age in the workplace, demonstrating Shutterstock’s commitment to supporting older employees.
The company also has engaged in anti-ageism efforts through its content business, collaborating with the American Society on Aging (ASA) to improve its representation of older adults in marketing imagery (Eisenberg, 2023). This initiative aims to guide how aging is portrayed more positively and vibrantly, recognizing the importance of accurate representation in media. Shutterstock’s approach to age diversity is part of a more extensive diversity, equity, and inclusion strategy. By focusing on capabilities and providing support for employees at all career stages, the company wants to create an inclusive environment benefiting workers of all ages. This multifaceted approach includes internal policies and employee support as well as external partnerships and content representation, demonstrating Shutterstock's commitment to fostering an age-inclusive workplace in the tech and media industries, and providing an example that other leaders in industry can learn from and follow.
Age-Friendly Workplaces, the Age-Friendly Ecosystem, and State Multi-Sector Plans for Aging
Age-friendly workplaces have the potential to play an important role in supporting and enhancing the broader AFE movement. By creating inclusive environments that value employees of all ages, these workplaces (and the movement fostering their growth) contribute to communities that recognize and leverage the strengths of the older adult workforce. Age-friendly workplaces have the potential to serve as catalysts for change in other sectors of the AFE.
‘Creating age-friendly workplaces is not just a matter of social responsibility, it’s a strategic imperative for organizations to thrive in an era of demographic change.’
As companies implement age-inclusive policies and practices, they set examples that can influence community planning, healthcare systems, and educational institutions. For instance, flexible work arrangements developed for older employees in the private sector can inspire similar adaptations in public transportation schedules or community service programs, benefiting the broader ecosystem. Mentorship programs and intergenerational teams in these workplaces foster skills exchange and mutual learning, which can extend beyond the workplace into community organizations and educational settings. This cross-pollination of ideas and experiences enriches the overall age-friendly ecosystem.
Additionally, age-friendly workplaces may partner with organizations focused on anti-ageism, as exemplified by Shutterstock’s collaboration with AARP and ASA. These partnerships create synergies that amplify the impact of age-friendly initiatives across various sectors, from improving representation in media to advocating for policy changes. By normalizing the concept of productive aging and challenging ageist stereotypes, age-friendly workplaces can contribute to a cultural shift that views aging as a natural, valuable, and impactful part of life. This shift in perspective supports the broader goals of the AFE movement, which are to promote a society that is inclusive and supportive of people at all life stages.
Age-friendly workplaces also have the potential to play a significant role in the implementation of emerging state Master (or Multisector) Plans on Aging (MPAs), which are discussed in more detail elsewhere in this issue. An MPA is defined by the Center for Healthcare Strategies as “an umbrella term for a state-led, multi-year planning process that convenes cross-sector stakeholders to collaboratively address the needs of older adults and people with disabilities” (Center for Health Care Strategies, 2022). These plans take on different forms, but all generally seek to ensure coordinated care and support services. According to the SCAN Foundation (n.d.), “Across the country, states are recognizing the need to conduct high-level, cross-sector planning to prepare for the aging population and ensure that the needs of older adults, people with disabilities, and family caregivers are met over the coming decade.”
State MPAs (typically 10-year blueprints for action) incorporate various domains, including healthcare, social services, housing, transportation, caregiving, and economic security, with an emphasis on inclusion and equity in all areas. Age-friendly workplace and workforce initiatives often contribute specifically to the economic security and social engagement domains of an MPA, but have the potential for even broader influence. By promoting age-inclusive employment practices, these initiatives help extend workforce participation, encourage financial stability, and support health and well-being among older adults.
Age-friendly workplace policies and programs often align with other elements of state master plans as well. For instance, flexible work arrangements can complement transportation and caregiver support policies and programs that employers may have in place. Many state master plans explicitly include workforce development and age-friendly employment as key strategic areas at the governmental level. These involve partnerships between state agencies and other stakeholders to implement best practices in age-inclusive hiring, retention, and workplace accommodations (as evidenced above in the State of Maine).
Conclusion and Future Outlook
Creating age-friendly workplaces is not just a matter of social responsibility, it’s a strategic imperative for organizations to thrive in an era of demographic change. By embracing age diversity and implementing supportive policies and practices, employers can tap into the wealth of experience and skills older workers offer while fostering intergenerational collaboration and innovation. This article reviewed the historical context for the emergence of age-friendly efforts in the workplace and makes the case that age-friendly workplaces play an integral role in the development of coordinated, collaborative efforts to improve health and well-being of older adults in a changing demographic environment.
Business leaders are poised to accelerate the adoption of age-inclusive programs and policies, and leaders from other sectors of the AFE are encouraged to consider potential partnerships with employers in the communities where they operate to the betterment of the communities they serve. Likewise, stakeholders who are developing MPAs may well consider how employers and business leaders can support their work to advance multi-sector plans for aging.
Jody Shue, MPH, has served as the executive director of the Age-Friendly Institute and as an instructor at Boston University's School of Public Health. With over 25 years’ experience in program management and strategic planning, she leads initiatives to develop the Age-friendly Ecosystem and ran the state-wide Age-Friendly Rhode Island program.
Photo credit: Shutterstock/CarlosBarquero
References
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