Chart Our Path
Identify organizational strengths and gaps on Age Inclusion
1. Understand our employees’ experiences
Building age-inclusive managerial and work habits is an ongoing process. Encourage people managers to take time to reflect on their efforts to build more age-inclusive teams and to encourage their direct reports to do so.
Actions To Consider
Before choosing the actions to take this year, take a moment to understand how age might already influence your current employees' experiences. Use this worksheet to help guide discussion about how a multi-generational workforce affects your employees' experiences. If you don't yet have data from an employee engagement survey, you can use this one.
Use this worksheet to help guide discussion about how a multigenerational workforce affects your employees' experiences.
Analyzing employee survey data by age groups may uncover insights to refine your age inclusion efforts.
2. Map our strengths and gaps
Most organizations already use some best practices to manage a multi-generational workforce, but also have plenty of areas of opportunity. Do you know yours?
Actions To Consider
Use this worksheet to create a high-level view of where age inclusion is already integrated into your organization, and where opportunities remain. This will be helpful input when you design your action plan.
Use this worksheet to create a high-level view of where age inclusion is already integrated and where opportunities remain.
3. Design our plan
Bring your human resources leaders together to talk about your current employees’ experiences in a multigenerational workforce, to look at your current strengths and gaps, and then to develop a targeted action plan for the coming year.
Actions To Consider
This 1-hour workshop will help you lead your HR leaders through a simple activity to understand current employees’ experiences in your multigenerational workforce, and then to create a high-level map of strengths and opportunity areas. You'll leave with a short, targeted action plan for the year that can include actions across your 1) HR functions, 2) manager support initiatives, and 3) employee engagement initiatives. Each element of your plan will include specific AARP resources to help you execute your plan successfully.
Human Resources team leaders
CHRO or senior HR leader
Free
1.5 hrs to plan, 1 hr to facilitate
Steps and Resources
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01DRAFT EMAIL
Secure 60 minutes on the agenda of an upcoming Human Resources meeting. You can use this draft email.
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02SLIDE DECK
Use this slide deck to prepare for your discussion, and to facilitate conversation with the leadership team.
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03TEMPLATE
Create a one-page overview of your plan using this template.
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04SURVEY
Help AARP improve the workshop resources by completing this short survey.
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Resources
1. Understand our employees’ experiences
Use this worksheet to help guide discussion about how a multigenerational workforce affects your employees' experiences.
Analyzing employee survey data by age groups may uncover insights to refine your age inclusion efforts.
2. Map our strengths and gaps
Use this worksheet to create a high-level view of where age inclusion is already integrated and where opportunities remain.
3. Design our plan
Secure 60 minutes on the agenda of an upcoming Human Resources meeting to design your action plan. You can use this draft email.
Use this Design Our Plan slide deck to prepare for your discussion, and to facilitate conversation with your team.
At the end of the Design Our Plan workshop, your plan can be distilled into this overview.
After you have hosted a workshop, help AARP improve the workshop resources by completing this short survey.
