In particular, CIPD suggests that HR should take the lead on this issue and work in partnership with line managers and senior colleagues to secure the best results. Dianah Worman, the CIPD’s diversity adviser, said:
Organisations that respond appropriately to the challenges of an ageing workforce will gain a significant competitive edge, both in terms of recruiting and retaining talent, but also through supporting the well-being and engagement of employees of all ages.CIPD worked with the Scottish Centre for Healthy Working Lives (SCHWL) at NHS Health Scotland to produce the new guide. It provides practical and simple guidance to help slow starters catch up and for those already engaged with the agenda to improve the way they respond to it. Basically, it takes an organization through a three-step process:
- building the business case,
- addressing the myths, and
- talent management.