Age Diversity Age Diversity Age Diversity

Managing a Healthy Ageing Workforce: a small and medium sized enterprise business imperative

Leaders of small and medium sized enterprises face some of the greatest challenges: they were amongst the hardest hit by the recession, face chronic skills shortages, and rarely have the time to plan how to meet demographic challenges. Older workers, with their wealth of experience, can provide SME's solutions to big workforce challenges. This guide, produced for the Scottish Centre for Healthy Working Lives, is targeted to SME's- providing practical ideas on how to make best use of older workers' skills and experience. It is based on discussions with SME leaders in Scotland and the South East.

Managing a Healthy Ageing Workforce: a business imperative

This guide was produced for the CIPD and Scottish Healthy Working Lives. Its aim is to support Human Resource professionals in demonstrating the business case within their organisations of developing innovative approaches to managing age. We know that the most effective age management strategies are ones which are developed and supported by not just HR, but all parts of the organisation: finance, marketing, occupational health to name a few. This guide is aimed at helping HR specialists demonstrate that managing age well will help their businesses attract customers, maintain productivity, save money and develop the most innovative ideas.

Making Better Use of Older Workers These guidelines are based on the research into extending working life. The study was carried out by CROW between 2004 and 2006 to investigate the experience of work among people over 50, what would make staying longer in work more attractive, and what employers think about these ideas

}Managing Age: a guide to good employment practice This guide was produced for the Chartered Institute of Personnel and Development (CIPD) and the Trades Union Congress. The first edition was produced in 2007, shortly after the 2006 Employment Equality (Age) Regulations came into effect and was meant as a tool for both managers and trade union representatives to make best use of the law to create high quality and productive workplaces. The guide was revised in 2011 when the Default Retirement Age was abolished. The guide covers topics including phased retirement, flexibility, lifelong learning and health and well-being.