Organizations that actively leverage their older, experienced workforce* will be best positioned for the future of work, according to Mercer’s recently published report, “Next Stage: Are You Age-Ready?”. The importance of being “age-ready” is underscored for both businesses and economies by the impact of the twin forces of a rapidly aging labour force coupled with an uncertain global economic growth rate.1
“With labour force size, participation rate and productivity so closely tied to business and economic growth, the experienced workforce is a source of talent and competitive advantage that employers need to embrace now,” said Pat Milligan, Senior Partner and Global Leader of Mercer’s Multinational Client Group. “To be ‘age-ready’, however, requires a thoughtful and careful analysis of this workforce segment as well as a change in mindset as to how experienced workers truly add value to organizations.”
Through its work with clients around the world, Mercer has identified a number of ways experienced workers contribute value, often well beyond the traditional measures of individual performance tracked by most employers.
Mercer finds experienced workers are particularly valuable to employers in that they often:
Yet for many employers, experienced workers are largely ignored or misperceived in their strategic workforce plans. According to the World Economic Forum’s 2016 “Future of Jobs” report, only 4% of respondents said they planned on investing in experienced workers as part of their workforce strategy2.
This urgency for employers to address their experienced worker strategy is heightened by global demographic trends: by 2040 the average life expectancy is predicted to be 80 years, up from 56 in 1966 and 72 in 2016.3 As a result, many people are working longer for a variety of reasons, including financial necessity, purpose, and social/intellectual engagement.
To assist organizations in becoming ‘age-ready’, Mercer has developed a list of 10 ways to optimize an experienced workforce (Exhibit 1). This list is intended as a starting point to begin the organizational dialogue about the future of work as it relates to tapping this important and growing talent pool.
To download a complimentary copy of Mercer’s “Next Stage: Are You Age-Ready?” report or to contact a member of Mercer’s Experienced Workforce Team, please visit https://www.mercer.ca/en/our-thinking/next-stage-are-you-age-ready.html.
*Mercer defines experienced workers as those age 50 years and older.
Exhibit 1: Mercer’s List of 10 Ways to Optimize an Experienced Workforce
1 – OECD, Composite leading indicator (CLI), 2019 available at https://data.oecd.org/leadind/composite-leading-indicator-cli.htm
2 – World Economic Forum. The Future of Jobs Report, 2016, available at http://reports.weforum.org/future-of-jobs-2016/.
3 – The World Bank, “Life Expectancy at Birth, Total (Years),” available at https://data.worldbank.org/indicator/SP.DYN.LE00.IN.
Mercer delivers advice and technology-driven solutions that help organizations meet the health, wealth and career needs of a changing workforce. Mercer’s more than 23,000 employees are based in 44 countries and the firm operates in over 130 countries. Mercer is a wholly owned subsidiary of Marsh & McLennan Companies (NYSE: MMC), the leading global professional services firm in the areas of risk, strategy and people. With 75,000 colleagues and annualized revenue approaching $17 billion through its market-leading companies including Marsh, Guy Carpenter and Oliver Wyman, Marsh & McLennan helps clients navigate an increasingly dynamic and complex environment. For more information, visit www.mercer.ca. Follow Mercer on Twitter @MercerCanada.