According to the U.S. Census Bureau, an estimated 10,000 baby boomers turn 65 every day—a “silver tsunami” that is just beginning to impact the meetings industry.
“Companies are starting to see a brain drain,” says ROAR Forward’s Michael Clinton, author and speaker on “The New Longevity.” “There aren’t enough Gen Xers to fill the high-level jobs that are in demand.
“Companies have to start thinking about how to retain long-term employees, retrain them, promote them and hire them. The more enlightened companies are starting to develop new strategies for their 50- and 60-plus employees.
Leading the conference industry trend
Some major conference management companies are working hard to combat age discrimination and retain mature employees.
One is Meetings & Incentives Worldwide Inc., where Chief Executive Tina Madden sees its senior staff as a strategic advantage.
“They bring a wealth of experience and expertise that has significantly improved our team’s performance and decision-making capabilities,” she said. “They are an integral part of our journey, helping us navigate challenges and disruptions and succeed.
“They also have a deep understanding of the industry’s nuances, problem-solving skills and mentoring abilities, which will be invaluable to our younger team members.”
To retain these people, companies offer flexible hours and work arrangements. “We recently redesigned roles for three ‘partially retired’ employees,” she said. “They now enjoy flexible working hours while leading initiatives on sustainability, neuroscience and procurement. It’s been very successful.
Creative Group President Janet Traphagen estimates that 30 percent of her 210 employees are over 50 years old. “They bring a level of expertise and resilience that not only enhances the work we do for our clients but also sets the tone for our growth as a team.”
These employees are often paired with new employees to serve as mentors. “It’s a win-win: Our experienced professionals can share their knowledge, and our new team members gain valuable insights to help them get started quickly. This is how we honor experience while building the future.
Practice what you preach
In this new anti-ageism environment, companies are creating options for employees who have been there for decades.
Clinton pointed to his own company as an example. “When senior executives are ready to step away from their daily grind, we select them to either work shorter hours or reduce workload and pay for one to three years.
“Companies can put employees through a two-year training program to provide them with training and information and make sure they are thinking about their next steps.”
Clinton said that L’Oreal is a model among companies, with a customer base of more than 50 people. Its “For All Generations” program focuses on intergenerational employability, with 15% (13,000) of its employees aged over 50.
AARP’s Employer Pledge Program lists hundreds of companies that have signed anti-age discrimination pledges. They are committed to recruiting across age groups and considering all applicants on an equal basis, regardless of age.
Mature Job Seekers: What to Look for
Planners looking for age-inclusive companies often don’t know where to start.
Here are 4 things to look for:
- Start with their website. Is the leadership team multi-generational? Do the images used include older workers? If not, it may reflect ageist attitudes.
- Check out LinkedIn. If a search for current staff turns up nothing but young faces, that’s another indicator.
- Company policies are another clue. Do they offer anti-bias training? Flexible working hours? Does their DEI policy include age?
- Does the company have an Employee Resource Group (ERG) for more than 50 employees? “We’re seeing more of this start to happen,” Clinton said. “These are communities of employees with common interests that will be different than the common interests of young people.”
