Employer Spotlight: National Institutes of Health

Federal agency builds a path for a multigenerational workforce

Ashley Powdar,

AARP

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Published August 01, 2024

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Most employers understand that age inclusion is good for business. That’s why more than 3,000 companies have signed the AARP Employer Pledge since its inception in 2012. The National Institutes of Health (NIH) is the latest employer and government agency to sign the pledge stating the belief “in equal opportunity for all workers, regardless of age.” Each pledge from an employer is significant, but the fact that the federal agency tasked with improving public health through research signed is worth celebrating. NIH has 27 institutions and centers, with roughly 20,000 full time employees and an additional 20,000 independent contractors. NIH intends to be a leader in age inclusion, spearheading an Aging Employment Portfolio (AEP) intended to create a federal model. AEP prioritizes the contributions of older workers and fosters a multigenerational workforce. At the heart of AEP is a mindset and narrative shift that starts by challenging NIH’s own assumptions and investing in tactics that support its workforce strategy.

Reframing the narrative around aging

Pledge Signer and NIH Principal Strategist for the AEP Patricia Fletcher is a gerontologist and prominent advocate for age diversity. “I draw on an interdisciplinary approach,” she says, “combining perspectives from communication, gerontology, public policy and social change to increase awareness and understanding of negative stereotypes of discriminatory practices against those who are 40 and older while developing a multigenerational workforce where all members feel valued for their talent and contributions to NIH.”

She emphasizes the need to reframe the language surrounding aging. The discourse often perpetuates negative stereotypes about aging, which can insidiously snowball into unconscious bias and discrimination, estimated by AARP and the Economist Intelligence Unit to cost the economy north of $850 billion annually.

NIH is taking steps to shift perception by shaping the narrative about aging and ability. A crucial aspect of this reframing is the recognition of the diverse experiences and skills older workers bring to the table. The NIH’s process started with a series of community listening sessions from July to December 2022 that revealed insights, opportunities and recommendations. The most prominent recommendation was the creation of the program that became AEP.

In a multigenerational workforce, the synergy between different age groups can drive innovation and productivity. That’s why recognition that older workers play a vital role in a productive, robust workforce lies at the heart of the NIH workforce strategy. As a Pledge Signer, the agency embraces inclusive hiring strategies that recognize the strengths of candidates across all age groups, aiming to ensure that age diversity becomes the norm rather than an exception.

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One key age-friendly policy is flex work. NIH emphasizes the importance of caregiving support for older workers, acknowledging the dual responsibilities many of them face in balancing work and caregiving duties. By providing comprehensive support systems, NIH plans to alleviate challenges and enable older employees to thrive at work beyond the traditional windows of operation.

Age-inclusive benefits include:

A retirement plan
Long-term care insurance
Life insurance
Frequent educational programming on available benefits

A federal model for age inclusivity

In addition to its benefit offerings, NIH is developing a federal model for age inclusivity led by gerontology specialists in the field. Kevin D. Williams, the agency’s director of the Office of Equity, Diversity, and Inclusion, says, “Many people ask why another special emphasis portfolio, why now, and why should we focus on aging. At the National Institutes of Health, we are proud of our continued commitment to equal employment opportunity efforts. We offer several employment portfolios led by a dynamic team of strategists who are identifying and addressing challenges experienced by underrepresented groups. To meet the needs of our workforce, NIH has decided to become the first agency to implement an Aging Employment Portfolio to enhance equality of opportunities across the employment life cycle and foster a sense of belonging for individuals aged 40 and older. We recognize the valuable experiences, knowledge and skill sets this demographic holds. And now, more than ever, we are determined that we need a strategist and a special emphasis portfolio dedicated to this important segment of our NIH community.”

Age-inclusive pilot programs

NIH plans to pilot an age-focused employee resource group (ERG) and a phased retirement program through partnerships such as the AARP Employer Pledge Program. As a Pledge Signer, NIH aims to convene stakeholders from various sectors to champion age inclusivity and support older workers. By collaborating with gerontologists and building partnerships, the NIH seeks to address the unique needs of older employees.

In the fall, it plans to pilot an age-focused ERG program called Multigenerational Advocacy Partners (MAP) with input from the Employer Pledge Program. MAP’s focus is to provide resources and support for older workers, from caregiving assistance to career development opportunities. This initiative intends to create an environment where older employees feel valued and supported in their professional journeys.

The phased retirement program is a gradual transition from full-time to part-time work for those approaching retirement to help older adults financially plan for the future, start retirement while still earning an income and continue to contribute skills and expertise.

NIH’s commitment to age inclusivity in the workplace sets a powerful example for organizations across the country and affects the financial futures of thousands of federal employees. Through the efforts of Williams, Fletcher and other dedicated individuals, NIH is at the forefront of the longevity economy and the future of work, potentially fueling economic growth and employment opportunities among the 50-plus segment. As these initiatives evolve, they hold the promise of creating a more inclusive, dynamic and resilient workplace for all.

Editor’s Note: This article originally was published on August 1, 2024. The number of institutes and centers the National Institutes of Health operates has been corrected.

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Ashley Powdar is employer content lead for AARP's Financial Resilience team. She works with participants in the organization's Employer Pledge Program to promote the value of a multigenerational workforce and reports on issues that affect small business owners.