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Show you're committed to an age-diverse workforce.

Introducing the AARP Employer Pledge Program. Creating an age-diverse workplace can help your organization be more productive and innovative. Join companies nationwide in affirming experienced workers.

Sign the pledge

Introducing the AARP Employer Pledge Program. Creating an age-diverse workplace can help your organization be more productive and innovative. Join companies nationwide in affirming experienced workers.

Sign the pledge

Tap into experience.

With the rise of automation and artificial intelligence, companies are discovering a growing need for the human skills that technology can't replace—many of which take time to develop. All of this provides even greater motivation to focus on age-inclusivity as a competitive advantage.

CEOs Rank the Most Valuable and Hard-to-Find Skills

Importance of Skill Responded "somewhat important" or "very important" to organization

Recruiting Difficulty of Skill Responded "somewhat difficult" or "very difficult" to recruit

”PwC 20th CEO Survey,” PwC, 2017

CEOs Rank the Most Valuable and Hard-to-Find Skills

01 Problem Solving
02 Adaptability
03 Leadership
04 Creativity and Innovation
05 Emotional Intelligence

”PwC 20th CEO Survey,” PwC, 2017

What Is the
AARP Employer
Pledge?

Stand with AARP and hundreds of
employers nationwide. By signing the
pledge, you affirm the value of
experienced workers and commit to
create an organization that:

01

Believes in equal opportunity for all workers, regardless of age

02

Recognizes the value of experienced workers

03

Believes that workers who are 50+ should have a level playing field in their ability to compete for and obtain jobs

04

Recruits across diverse age groups and considers all applicants on an equal basis

01

Believes in equal opportunity for all workers, regardless of age

02

Recognizes the value of experienced workers

03

Believes that workers who are 50+ should have a level playing field in their ability to compete for and obtain jobs

04

Recruits across diverse age groups and considers all applicants on an equal basis

What does your
company get from
signing the AARP
Employer Pledge?

Benefits:

Discount on AARP Job Board postings

Receive AARP Age Inclusion Digest newsletter

Use of the AARP Employer Pledge Signer Seal to signal your commitment

Exclusive access to workforce data, industry experts and best practices

Educational resources for your employees on health & financial security

AARP Employer Pledge Program media kit to help you announce your commitment

Private AARP-led workshops for employees and affiliates

Opportunities:

Offer your employees discounted professsional online courses

Exclusive AARP membership discounts for Pledge Signer employees

Network with other pledge signers

Press coverage from national, credible media outlets

Sign the pledge

Benefits:

Discount on AARP Job Board postings

Receive AARP Age Inclusion Digest newsletter

Use of the AARP Employer Pledge Signer Seal to signal your commitment

Exclusive access to workforce data, industry experts and best practices

Educational resources for your employees on health & financial security

AARP Employer Pledge Program media kit to help you announce your commitment

Private AARP-led workshops for employees and affiliates

Opportunities:

Offer your employees discounted professsional online courses

Exclusive AARP membership discounts for Pledge Signer employees

Network with other pledge signers

Press coverage from national, credible media outlets

Sign the pledge

Want more information before you pledge?

Get Info

The advantages of hiring
workers age 50 and older

01 Living and working longer

By 2034, adults age 65+ will outnumber children 18 and under, and population growth is expected to slow considerably.

Pictorial graph

Children 18 and under

Population
growth

Adults 65+

By 2034, adults age 65+ will outnumber children 18 and under, and population growth is expected to slow considerably.

Pictorial graph

Children 18 and under

Pictorial graph

Adults 65+

Pictorial graph

Population growth

By 2028, the share of older workers is projected to increase by:

  • 51% for those age 65+
  • 105% for those age 75+
Icon

Older People Projected to Outnumber Children for the First Time in U.S. History, United States Census Bureau, 2018

Employment Projections: 2018-2028 Summary, U.S. Bureau of Labor Statistics, 2018

02 Higher EQ (emotional quotient) skills

How Employers Rate Older Workers

Valuable resource for training and mentoring

Important source of institutional knowledge

More knowledge, wisdom and life experience

More responsible, reliable and dependable

More adept at problem-solving

Baby Boomers Are Revolutionizing Retirement: Are Their Employers Ready, Willing and
Able to Accommodate?
Transamerica Center for Retirement Studies, March 2015

Baby Boomers Are Revolutionizing Retirement: Are Their Employers Ready, Willing and
Able to Accommodate?
Transamerica Center for Retirement Studies, March 2015

03 Less turnover and longer average tenure

Average Tenure

Millennials
2 years

Gen X
3 years

Baby Boomers
7 years

Percentage of Workers Who Pose a Risk of Unexpected Turnover

Pictorial graph

Under 50

49%
Pictorial graph

Age 50+

29%

A Business Case for Workers Age 50+: A Look at the Value of Experience,
Aon Hewitt for AARP Research, 2015

04 Improves performance and productivity

FACT: Creating an age-diverse workforce can actually improve organizational performance and overall productivity.
Research shows mixed-age teams make better business decisions 87% of the time than teams without age diversity.

Leveraging the Value of an Age-Diverse Workforce, SHRM Foundation Executive Briefing, 2018

Larson, Erik. New Research: Diversity + Inclusion = Better Decision-Making At Work, Forbes, September 2017

05 Better mentors to younger workers

In a survey of workers of all ages:

76%

appreciate the different perspective older workers bring

77%

value older colleagues for the skills they bring

Mentorship and the Value of a Multigenerational Workforce, AARP, December 2018

Healthcare Doctors Healthcare Doctors

How are other
companies
showing their
commitment?

See who else has pledged

Penman PR relies on the diversity and experience of its consultants to deliver value to its clients.

Penman PR, a boutique PR firm for the tech industry, recognizes the value of a multigenerational workforce in the strategic direction of its portfolio. The firm embraces flex work and freelance options to retain its experienced professionals as they navigate the everyday demands of their life stage.

I've looked for that diversity because public relations, in and of itself, is teachable. What's not teachable is the ability to strategize. And mature individuals who come from different backgrounds will typically have the maturity and the capability of strategizing on behalf of a client. The PR portion is the easiest part. I can't teach [strategizing]. I can't teach maturity.

Patti Hill, Founder and Managing Principal

Pure Dental Brands leverages phased retirement and flex work options to retain a multigenerational workforce and remain a competitive employer of choice.

The shifting labor market landscape has resulted in a tight talent pool in the dental industry. Pure Dental differentiates itself with a service leadership approach, adjusting its employee benefits to the needs of a multigenerational workforce. The presence of retired dentists bring a wealth of knowledge, mentorship, skills and experience that benefit their younger counterparts.

We find that older workers are very valuable to our organization. One, because if they've been in the dental industry before, they likely have good knowledge, skills and experience that they can bring with them to this organization. We have used them in a mentor capacity before. The majority of our clinical directors are over the age of 50, and their main role is mentoring the younger dentists who are just coming out of school.

Ashley Brooker, VP of Human Resources

Work at Home Vintage Experts is committed to building multigenerational workforces across the U.S. through recruiting experienced talent.

WAHVE specializes in matching skilled, older workers with companies that are looking to hire. The organization leverages a propriety, bias-free software to screen applicants blindly based on relevant skills and experience. Successfully connecting employers with talent starts with a multigenerational, productive team internally. WAHVE fosters reverse-mentoring among staff to problem solve and grow skillsets.

We all bring different viewpoints and different knowledge, young and old, different perspectives. The more we work together to come up with solutions, the more powerful the company will be and the more profitable it will be.

Sharon Emek, CEO

See who else has pledged