Say-do-gap on multigen workforces under the spotlight

There is a ‘say-do gap’ between what British employers say about multigenerational workforces and what they do to support managers to create age-inclusive workplaces, according to a new report from the Work Foundation.

A survey for the report, based on the views of 1,167 business leaders, shows seven in 10 senior business leaders agreed that their organisation benefits from the diverse perspectives brought by a multigenerational workforce and nearly nine in 10 employees reported high productivity levels in firms where the employer had introduced intergenerationally-inclusive work practices, compared to around six in 10 employees in firms without these practices.

However, while close to one third of senior business leaders (31%) agree an emphasis on inclusivity and diversity initiatives is important in creating a positive work culture for a multigenerational workforce, only 18% of leaders include age in their equality, diversity and inclusion policies, only 16% have a menopause support policy and only 13% have age champion schemes.

Moreover, although almost half of leaders (49%) agree flexibility in work hours and location is important in creating a positive work culture, only 32% of SMEs (less than 250 employees) offer training for remote and hybrid working (compared to 44% of large organisations).

And while just under half of leaders (45%) agree clear communication and transparency from leadership is important, only 21% have line management training specifically designed to support managers to lead in multigenerational workplaces in place.

When asked about policies around socialising at work, 34% of leaders agree opportunities for socialising in person are important, but 81% of employers do not have guidance on inclusive social events and, while over a quarter of business leaders (28%) think that social events that accommodate employees who choose not to drink alcohol are important to create a positive work culture for a multigenerational workforce, just 21% have a workplace alcohol policy on responsible consumption in place. The report, carried out in collaboration with the International Alliance for Responsible Drinking, says: “Whilst ‘after-work drinks’ have long been a staple of socialising and workplace culture, in recent years there has been a shift in attitudes towards the appropriateness of centring workplace social activities outside of working hours or around the consumption of alcohol. This can include a need for virtual celebrations when teams are spread out remotely, or an emphasis on socialising within work hours to ensure that those with long commutes or caring responsibilities outside of work hours do not miss out.”

The report recommends several steps employers can take to build a more age-inclusive workplace:

1. Develop proactive and long-term policy planning to support line managers and workers
2. Implement age-inclusive policies to unlock the benefits a multigenerational workforce
3. Develop lifelong learning opportunities for all staff to support their career growth
4. Embrace flexible working arrangements
5. Develop policies and procedures that promote inclusion, diversity and choice.

Meanwhile, the latest ONS figures show a slight increase in employment and a decrease in unemployment [down to 4.2%] on the quarter while economic inactivity rates remained stable at just over 22%. The estimated number of vacancies in the UK fell in May to July 2024 by 26,000 on the quarter to 884,000, although vacancies are still above pre-pandemic levels.

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