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Our research in collaboration with 20 different businesses on our Age Inclusive Matrix consultancy programme has shown that there are 11 Priorities employers need to consider, to promote an age inclusive workplace.

These priority areas come up time and again in our discussions with organisational leaders and workers. Checking in on where your organisation currently is with age inclusion, and looking at what else can be achieved, is a critical part of being an age inclusive employer and creating an environment that promotes retention of older workers and workplace productivity.

Our Age Inclusive Matrix Getting Started programme can help you discover which of the 11 Priorities should be the focus for your organisation. 

Start your journey by learning more about each of the 11 priorities, and the products we have created to support you.

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Managers now need to manage up to five generations in the workplace, this can be challenging, although studies agree that a generationally diverse workforce is desirable and positive.

Older woman in office

Unconscious Bias

Facing up to age bias, acknowledging that it’s real, and that it is likely to exist in every organisation, is the critical first step in creating an age inclusive workplace.

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Almost 90% of organisations have failed to discuss retirement plans with older workers looking to leave within the next 5 years.

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We have used our research and unique brand of expertise around both workplaces and age-related issues, to create a suite of menopause workshops and webinars

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Carer Networks and Support

Employers have a vested interest in supporting unpaid carers to promote employee well-being, retention, productivity, legal compliance, diversity, and corporate social responsibility. 

Older male worker at desk

Recruitment and Retention

Don’t let age be a barrier to hiring and retaining the best people for the job.

Health Age Scotland older women playing netball

Health and Wellbeing

Ill health is one of the main reasons that people leave the workforce early. Age-inclusive health and wellbeing support can be an important retention tool and can also help dispel myths around age, health and older workers.

Older man in home office

Flexible Working

Flexible working is often associated with parents in the workplace, but older workers may benefit too, and employers will find pay-back in employee motivation and retention.

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Age Demographic Data

Monitoring the age of your staff, the age of your recruitment intake and the age of the people leaving you is an essential first step towards managing age diversity.

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Age bias can be unintentionally reinforced by HR policies and processes in areas such as reward, performance management, recruitment and training.

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Equalities Compliance

Like all protected characteristics, age is enshrined in law and employers need to know how to ensure compliance with the UK Equalities Act, 2010.

Workplaces - Support for your managers

Age Inclusive Matrix

The Age Inclusive Matrix (AIM) is designed to support and enable organisations to be as age inclusive as possible taking into account their unique needs and circumstances.