Now entering its second year, the AARP International Innovative Employer Award recognizes non-U.S.-based employers that have implemented innovative workforce and/or human resource practices which accomplish the following:
- Address issues relevant to age-50+ workers
- Create roadmaps for the aging workforce of tomorrow
This program parallels AARP's Best Employers for Workers Over 50 Award, which has recognized U.S.-based companies for good workforce and human resource practices since 2001.
As the proportion of workers age 25 to 44 declines, attracting and retaining mature, experienced employees is becoming increasingly critical for employers seeking to retain their competitive edge in today's marketplace. By recognizing employers around the world that have demonstrated innovative efforts to address issues relevant to older workers, AARP hopes to encourage all employers to create mutually beneficial environments in which the potential of young and mature workers are valued alike.
Eligibility and Application Process
The AARP International Innovative Employer Award is open to all non-U.S.-based employers. From the applications we receive each year, AARP selects 10 international companies and organizations that have demonstrated the most positive workplace policies for mature workers. We also reward employers that recognize long-term employees for their commitments.
AARP's assessment takes a number of factors into account, including the following:
- Recruiting practices
- Workplace culture
- Lifelong learning opportunities
- Education and job-training opportunities
- Openness to continuing success and career development
- Alternative work options, such as flexible scheduling, telecommuting, job-sharing, and phased-in retirement
- Employee benefits that support the health and financial security of employees
- Workplace design, such as ergonomic work stations or facilities
- Retiree relations
Our selections are also informed by recommendations from a panel of international expert judges.
Additionally, because AARP is committed to its overall mission of enhancing the quality of life for people as they age—and in ways that benefit societies as a whole—the selection process also has a due diligence component to ensure that any organization receiving the AARP International Innovative Employer Award has practices that are generally consistent with AARP's public policies and values. The following question represents an issue that AARP has explored during the due diligence process: Has the employer been subject to an unreasonable number of employment discrimination settlements, convictions, or discrimination-based legal actions?
To engage international organizations on the issues facing the aging workforce, and to promote the best policies and the award, AARP collaborates with a network of international groups that have expertise on age and employment issues. The collaborating organizations provide local and regional expertise, help promote the award, and support the best practices we discover through the award process. This year, we would like to thank the following groups for teaming up with us:
- 50&Piú – Italy
- BAGSO – Germany
- CARP – Canada
- Council for Third Age – Singapore
- DaneAge – Denmark
- DDN – The Demography Network – Germany
- The Gerontology Institute at Dortmund University – Germany
- TAEN – The Age and Employment Network – United Kingdom