Age profiling allows you to take a clearer look at the age of your workforce now and in the future.
It can help you to predict trends and identify areas where you have more older workers and may need to have conversations about retirement and flexible work options.
Research carried out by the UK Working Longer Group showed managers are often reluctant to discuss retirement with staff, but open and constructive discussions are vital to help workforce planning in the future.
Larger organisations may need to develop a dedicated strategy for the retention of older workers. For SMEs, it may be as simple as just considering one or two older individuals whose contribution is significant to their business.
Early consideration and discussion of work and retirement options can be helpful to staff and employers and age profiling should be undertaken regularly to help you plan ahead.
What can I do?
Consider the age profile of your workforce
Check if some of your older workers have knowledge, experience or expertise that don't exist anywhere else in the organisation
Are there steps you could take to keep your older employees' skills in the business or give you time to succession plan such as flexible working arrangements or phased retirement?
Can an older worker contribute more or better in another area of the business where their skills would be an asset? Would training enable that?
Are line managers equipped to deal with age related issues?
Is your workplace ageist? Explore people's attitudes to older workers
Consider the concerns or barriers your older workers may be worried about. Talking to them about their working lives can unearth issues that may be easily addressed.
There are various resources and tools available to help you which are provided by external organisations. Some examples are below:
Business in the Community – Mid Life Career Review Toolkit
ACAS Age Audit Tool