Key Points
- Aging workforces pose significant challenges for businesses, including talent retention and succession planning.
- Companies must develop strategies to integrate age into their growth plans, leveraging the experience and knowledge of older workers.
- The Lisbon conference highlighted the importance of age diversity and the need for businesses to adapt to demographic changes.
The Business Case for Age Intelligence
The demographic shift is no longer a future trend, but a reality that is redefining how organizations attract, develop, and retain talent.
A recent conference in Lisbon highlighted the importance of considering age as a strategic factor in business growth, as companies face challenges related to aging workforces, talent retention, and succession planning.
Speakers emphasized the need for businesses to develop strategies to integrate age into their growth plans, leveraging the experience and knowledge of older workers.
At a Glance
| Workgevity | Age Intelligence Leadership Forum Conference organizer |
| 55/Redefined | Lyndsey Simpson CEO and age intelligence expert |
| Microsoft | Lara Próspero Global Director, Data Insights & AI Operations |
| WTW | Elsa Carvalho Managing Director |
| Banco BPI | João Santos Tavares Executive Director of People and Talent |
| IKEA Group | Rita Távora Country Talent Development Manager |
| L’Oréal | Sara Lopes da Silva Human Relations Director |
Where the Sides Stand
Age diversity advocates
Position: Emphasize the importance of age diversity in the workplace
Role in the story: Business leaders and HR professionals
Motivation: To create more inclusive and innovative work environments
Age bias skeptics
Position: Question the need for age diversity initiatives
Role in the story: Some business leaders and HR professionals
Motivation: To maintain traditional hiring practices and avoid perceived costs of age diversity programs (our reading)
Behind the Scenes: The Lisbon Conference
The Lisbon Conference
The conference brought together business leaders, HR professionals, and experts to discuss the role of age in business growth.
Speakers included Lyndsey Simpson, CEO of 55/Redefined, and Lara Próspero, Global Director of Data Insights & AI Operations at Microsoft.
The conference highlighted the importance of age diversity and the need for businesses to adapt to demographic changes.
What Companies Can Do to Integrate Age into Their Strategy
What Companies Can Do
Companies must develop strategies to integrate age into their growth plans, leveraging the experience and knowledge of older workers.
This can include programs such as reskilling and upskilling, as well as initiatives to promote age diversity and inclusion.
By doing so, companies can create more inclusive and innovative work environments, and better prepare themselves for the challenges and opportunities of an aging workforce.
Risk & Opportunity Assessment
| Commercial Risk | Medium | Aging workforces pose significant challenges for businesses, including talent retention and succession planning. |
| Competitive Risk | Medium | Companies that fail to adapt to demographic changes may struggle to compete in the market. |
| Regulatory Risk | Low | There are currently no specific regulations related to age diversity in the workplace. |
| Reputation Risk | Medium | Companies that fail to promote age diversity and inclusion may face reputational risks. |
| Technology Disruption | Low | While technology may change the way businesses operate, it is not a direct risk related to age diversity. |
| Commercial Opportunity | High | Companies that successfully integrate age into their growth plans may gain a competitive advantage and improve their bottom line. |
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