Planned succession – Helping older workers think about transitions avoids the risk of unplanned departures and reduces the risk of poor knowledge transfer.
Institutional memory – Older workers often have knowledge that others don’t – such as knowledge of legacy processes and systems or lessons from previous mistakes or events.
Legal obligations – Age is a protected characteristic under the Equality Act. Failure to offer open and fair access to training, recruitment, workplace adjustments, progression or flexible work to people of all ages can leave employers vulnerable.
Reputation – Fair treatment of older workers can build business reputation and customer loyalty – and the opposite for unfair treatment.
… but these aren’t the only reasons. Previous posts describe how investing in older workers increases business productivity, reduces costs and offers real and different opportunities. The business case is clear and compelling.