Tristian Moakes &amp; Alexis Curtis-Harris - The future of work and the case for never retiring.pdf

Presentations & Public Speaking

Amongst other major trends, changes to the way we work, rapidly evolving technology and longer life expectancy will change the way we think about retirement over the coming decade. How should employers think differently about older workers?

The future of
work and
the case for
never retiring
Alexis Curtis-Harris | Head of Equality, Diversity and Inclusion
Tristan Moakes | Strategy Director

Growing platform
economy
A new
generation
Ageing
population
Belief driven
workers
Accelerating
technology
penna.com
Five
Factors

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300 MILLION JOBS
COULD BE
DISPLACED BY AI
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Client/project name | Title
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DIGITAL PLATFORMS
COULD UNLOCK
$10 TRILLION OF
VALUE BY 2030
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Client/project name | Title
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70% OF GEN Z
CLAIM TO HAVE A
SECOND JOB
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77% OF WORKERS
SAID PERSONAL
EMPOWERMENT
WAS ESSENTIAL
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BY 2040 IN THE UK
ONE IN SEVEN
WILL BE OVER 75
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The pandemic reversed a trend of
increasing workforce participation
Proportion of people aged 50-64 years who are not in work and not looking for work

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WHAT KEEPS RETIREES
FROM RETURNING?

Dall-e: Please create a picture of an apprentice
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STEREOTYPES CAN
KILL SELF BELIEF

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AGE BIAS IS STILL
THRIVING IN
RECRUITMENT
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Bias in recruitment
The Language used
A lot of job descriptions contain words that
older people don’t identify with.
Think of words like "energetic" and "vibrant."
These might give older workers the impression
that you are looking for someone younger.
The Experience asked
Should describe in neutral terms the kind
of experience you’re looking for.
Refrain from using numbers. Listing a maximum
number of years of experience will discourage
older people from applying.

Bias in recruitment
The necessary qualifications
Only list the qualifications that are absolutely
necessary for the job.
We often see "graduate" listed as a criteria.
This might give older workers the impression
the job is not meant for them.
The application process
This can feel tailored towards workers aged
20 to 40 and older workers feel unsure about
their chances.
The standard two-sided CV which talks about
regular employment and career trajectory
does not enable applicants to nuance their career
experience.

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GENDER AND ETHNICITY
DISADVANTAGE IS
COMPOUNDED BY AGE
IN THE UK WHITE 50–64-
YEAR-OLDS HAD HALF THE
UNEMPLOYMENT RATE THAN
PEOPLE FROM ALL OTHER
ETHNIC GROUPS COMBINED.
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No
77%
Yes
23%
No
77%
Yes
23%
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WHAT DO EARLY
RETIREES THINK?
Q: HAVE YOU CONSIDERED
RETURNING TO WORK?
WE SURVEYED 150 RETIRED
INDIVIDUALS AGED 50-64

Why have you
considered returning?
Bored at
home
To earn
money, to get
more company,
to give structure
to my week.
I like to mix
with people and
feel I'm being
useful
The extra cash
would be handy
So much left to
contribute...

What barriers do you
think you might face?
Caring for
elderly parent
with health issues
Lack of
flexibility to
take time off
when I want to
do what I
want
I have
concerns that
there may be
technology I am
unfamiliar
with
Dealing with
woke attitudes in
the workplace
Being physically
capable

Flexibility to determine my own
working hours and days
A workplace that I can travel to quickly
Work that is intellectually stimulating or fun
A job that let's me meet new people
or socialise with colleagues
Work that offers a strong sense of purpose,
such as helping those in need or the community
The ability to work from my
home most or all of the time
The opportunity to
learn new skills
A good benefits package
0 15 30 45 60
What might make you
consider returning?

Not sure
24%
A new job
44%
The same or
32%
Not sure
24%
A new job
44%
The same or
32%
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IF YOU WERE TO
CONSIDER RETURNING
TO WORK, WHAT SORT
OF JOB WOULD YOU
LOOK FOR?

2 3
4
A roadmap for employers
5
CULTIVATE
CONFIDENCE
DESIGN JOBS
AROUND
OUTCOMES
PROMOTE
FLEXIBILITY
FIGHT
AGEISM IN
RECRUITMENT
REVAMP
TRAINING AND
DEVELOPMENT
1

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