The Government predicts that, by 2022, there will be 700,000 fewer people aged between 16 and 49 in the UK, compared with 3.7 million more people between the age of 50 and State Pension age. This means that organisations need to attract and retain young workers in an increasingly employee favourable market. They also need to retain older skilled employees.

Contrary to popular myth, evidence shows that keeping older people in work actually improves employment prospects for younger generations.  Age Diverse workforces are more productive and more profitable with less staff turnover and higher staff morale.

Acas age audits indicate that, when asked if it was acceptable to make jokes or banter about someone's age within the workplace, at least 20% of employees said they didn't know. In terms of retirement, when employees were asked when they expected to retire, unsurprisingly, a large proportion stated they would retire at 65.

However, at least 40% said they were expecting to retire between 70 and 80 years old. This means organisations could be entering into unknown territory when dealing with an aging workforce. Some audits indicate 10% of employees feel they have not been offered development opportunities as they are too old.

The Opportunity Group is working with Acas to encourage organisations to adopt robust age friendly policies and practices and become recognised Bronze/Silver/Gold Age Diverse Workforce Employers though a combination of the Acas Age Audit Tool and The Opportunity Group's Managing and Motivating a Multi-Generational Workforce Programme.

Engaging with the Acas Age Audit Tool will demonstrate an organisation's commitment to meeting the needs of an age diverse workforce.

Conversations emerging from facilitated discussions will help to give background to 'hot spots' identified from completing the Tool. If completion of the Tool suggests that an organisation is in the STOP category, there are lots of practical things that can be done to quickly make a difference.

PROCEED WITH CAUTION indicates there are some things that need to stop and others that need to be started in order to reduce the risk of discrimination and unfair treatment of employees.

GO indicates an organisation that has the necessary policies, training and awareness amongst top management and all employees

Once actions have been taken, it is well worthwhile asking employees to complete the Tool again to give an up-to-date picture of what the organisation has achieved and where it currently is in terms of complying with legal requirements and maintaining good relationships and attitudes.

To stay in the GO category organisations need to demonstrate that they have robust policies and practices to ensure continued understanding in the workplace.