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Our Board of Directors

The 21-member volunteer AARP Board of Directors — the governing body of our organization — approves all policies, programs, activities and services for AARP. Read

 

Our Executive Team

Meet the members of our Executive Team, their backgrounds and their leadership responsibilities. Read

AARP History

Learn more about the history of the organization and our founder, Dr. Ethel Percy Andrus. Read

Diversity at AARP

Learn more about AARP's efforts to champion diversity and inclusion. More

Volunteer with AARP

Find out about opportunities to volunteer with AARP. Read

Press Center

Get the latest news and read our blog, shAARPsession. Read

Public Policies

Learn about AARP's positions on public issues and how we develop them. Read

Annual Report

Read AARP’s annual report and consolidated financial statement for the current or previous year. Read

Careers at AARP

Learn more about job opportunities at AARP and what makes this a great place to work. More

AARP Ethics

Our Code of Conduct sets forth the highest ethical standards for our employees, volunteers, board members and those who do business with us. Read

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Diversity at AARP

AARP, as an organization and as an employer, values and champions the broad diversity of our membership and our workforce. Diversity has been a core value of AARP since our founding in 1958. In the words of our founder, “What we do, we do for all.” Diversity at AARP includes, but is not limited to, race, ethnicity, gender, sexual orientation, religion, disability, socio-economic status and age. AARP seeks to attract a membership as diverse as America itself — and a workforce with the diversity of talent, abilities and life experience to serve them.

AARP offers a wide range of benefits to attract diverse talent and encourages the development of internal talent through support, mentorship and educational opportunities. We're taking active steps to appeal to and engage a diverse pool of candidates. For example, AARP is using the services of several online career websites including GettingHired.com, an online careers and community consortium for job seekers with disabilities and employers committed to hiring them, and LatPro.com’s comprehensive job search engines for a broad spectrum of diverse job seekers, including: AfricanAmericanHires.com, AllHispanicJobs.com, AllLGBTJobs.com, AsianHire.com, DisabilityJobs.net, DiversityJobs.com, JustJobs.com, and VeteranJobs.net.

 

AARP fosters a diverse and inclusive work environment that appreciates the richness of experience, knowledge and perspective that such a diverse staff will bring. A. Barry Rand, AARP’s CEO, reiterates that commitment. “Everywhere I’ve worked, my goal has always been to open the door to the American dream for all people, to broaden the culture of America and to ensure that it was more inclusive. And to me that’s what AARP is all about.”

 

Learn more on our Careers page.

 

Strategic Engagement Resource Groups

Strategic Engagement Resource Groups (SERGs) are employee-initiated groups formed around interests, issues or self-identification. They provide networking opportunities and additional visibility for employees who have unique backgrounds or life experiences. SERGs offer personal and professional growth opportunities while making strategic contributions to AARP’s operations, employee development and community relations. Currently, AARP has 11 SERGs:

 

  • Asian American Staff Resource Group
  • Black Employee Resource Group
  • Caregivers Support & Resource Group
  • Disability Interest Group
  • Go Green
  • La Tertulia (Hispanic/Latino)
  • Life Transitions
  • PRiSM Network (Gay, Lesbian, Bisexual, Transgender and Allies)
  • Teleworkers
  • Vitality (Health and Wellness)
  • Women’s Resource Group

AARP believes that investment in diverse communities demonstrates our commitment to their success.  AARP works directly with organizations that represent diverse communities in order to develop strong ties, build common ground, reach out for expertise and advocate for the needs of the communities.  Our social impact activities provide services and education around financial security, health and wellness, aging, and caregiving among other things while our strong public policy agenda advocates to national and state leadership on behalf of the needs of all members.

 

Learn more about AARP’s Black Community Initiative

 

Supplier Diversity Program

Diversity helps establish AARP as a leader and contributor to the community. Our Supplier Diversity Program promotes awarding business to minority, women-owned, local, small, or disadvantaged business enterprises.

 

The Supplier Diversity team maintains an active working relationship with organizations such as:

  • National Minority Supplier Development Council (NMSDC)
  • Hispanic Chamber of Commerce
  • D.C. Mayor's Office of Local Business Development
  • Women's Business Enterprise National Council
  • United States Pan Asian Chamber of Commerce
  • MD/DC Minority Supplier Development Council

More older people identify as being part of diverse communities or having characteristics that may result in underrepresentation, fear or misunderstanding. AARP seeks to mitigate these issues by gathering together opinion leaders, industry experts and aging organizations from time to time to discuss trends and issues facing communities. By getting everyone talking, we’re able to advance agendas that effect change and create collaborative relationships among organizations and people that can make a difference. AARP is the only major “aging specific” organization that has committed significant human and monetary resources to the intersection of aging and diversity as a critical social change issue.

 

AARP Diversity and Aging Conference: The Power of Inclusion

Aging and diversity are major catalysts of social chance as we move into the 21st century. Held biannually, AARP’s Diversity and Aging Conference serves as a forum for dialogue on these significant issues.

  • Equal Access. By bringing together a wide range of individuals with varied points of view, the conference affords those who may not have an outlet for their voices to be heard an opportunity to interact with people and organizations who regularly have access to effective communication channels.
  • Innovation. The conference examines the way in which the intersection of aging and diversity impact public policy, program development and design, and service delivery in both the workplace and the marketplace. By acknowledging that traditional approaches to aging and the myriad of issues that accompany it will not always work, the conference encourages creative, innovative ideas and an open, safe forum for sharing them.
  • Cultural Competence. Attendees come away with enhanced knowledge of diverse groups and how specific policies, programs, and practices affect their ability to age with dignity.  Attendees learn to anticipate, recognize and respond to the diverse needs of their clients and customers.
  • AARP Social Impact Agenda. The conference’s core content relates closely to the current strategic direction of the organization.  Sessions and activities that reflect our focus on health disparities, service and volunteerism, giving, financial security, and livable communities advance the work of the organization through diversity and inclusion lenses.



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