The AARP Employer Alliance, the next evolution of the AARP Employer Pledge, helps organizations build workplaces where employees of all ages can thrive and work together to drive engagement, productivity, and innovation.
Join for Free!
Leverage AARP research on the 50+ workforce, from labor market insights to AI adoption to pulse survey data.
Network with HR leaders tackling challenges and share what's working.
Signal to employees and candidates that all ages can thrive and are welcome at your organization.
TIER 1
Senior leader must register - organization must have an HR department.
TIER 2
Senior leader must register and pledge to take one or more actions per year - best for large organizations.
Free to join
Community membership
Access to AARP resources
Monthly newsletter
Expert speaker series
Networking opportunities
Workshops on specific topics
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Coaching support to enable change
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Annual in-person Employer Summit
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Recognition from AARP
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TIER 1
Senior leader must register - organization must have an HR department.
Free to join
Community Membership
Access to AARP resources
Monthly newsletter
Expert speaker series
Networking opportunities
TIER 2
Senior leader must register and pledge to take one or more actions per year - best for large organizations.
Workshops on specific topics
Coaching support to enable change
Annual in-person Employer Summit
Recognition from AARP
The AARP Employer Alliance is more than a program. It's a community of organizations committed to getting the most from each generation in the workforce. Members share proven practices, tackle real challenges together, and unlock the power of multigenerational teams. Together, we show how successful organizations don’t just balance generations — they unite them.
Today we are on the cusp of a significant shift in workforce demographics. The labor force is not only aging, it is shrinking. In 5 to 10 years, more people will exit the workforce than will enter it.
As new generations join and older workers remain longer, employers could include as many as five generations working side by side. But how well will they work together? Organizations that build age-inclusive cultures now will have a competitive advantage tomorrow.
Workers 50+ are the most engaged age cohort, helping shape workplace culture and drive business outcomes.
Both younger and older workers are more productive when they work for companies that value mixed-age teams.
Turnover is lower among experienced workers, providing stability and reducing the costs associated with high churn rates.
Building cultures in which all ages thrive can help prevent the loss of valuable expertise by creating the conditions to share and retain institutional knowledge.
The AARP Employer Alliance is a natural evolution of the AARP Employer Pledge, which since 2012 has welcomed thousands of employers committed to building age-friendly workplaces. When the Pledge first began, it was focused on hiring older workers. As the program grew and developed, new ways of interacting with member companies developed, and the focus expanded to encompass the strategic value of a multigenerational workforce as a whole.
The AARP Employer Alliance stays true to the original intent of the Pledge – providing organizations a way to signal their commitment to the value of older workers – while celebrating the strengths and skills that all ages bring to the workplace. It also provides greater opportunity to enable change through more tailored and interactive support.
Yes. Employers who opt to join Tier 2 will pledge to take one action each year to build age-friendly cultures and workplaces.
The primary difference between Tier 1 and Tier 2 is the level of engagement with the community and with AARP. Tier 1 is intended to serve as a large tent where organizations can gather, learn, and use our resources. Tier 2 is designed to offer additional help and recognition to companies who pledge to take action.
We welcome any level of involvement and value all organizations who stand with the Alliance in affirming the value of a multigenerational workforce.
We do! We are currently working on updated terms and conditions for use of the Alliance seal and will provide updated information soon. (Fun question – is a square seal still a seal?)
All existing Employer Pledge companies with 25 or more employees are automatically included in Tier 1 and welcome to join Tier 2. All existing members of the Living, Learning, & Earning Longer Collaborative are automatically included in Tier 2 and welcome to join Tier 1.
And of course at any time companies from these previous programs can opt out of the Alliance altogether. In those cases, we hope to welcome you back at a later date!
While we applaud companies of all sizes taking action to build age-friendly workplaces, our resources are geared towards organizations that have separate internal functions such as HR, Talent Acquisition, Workforce Development, etc.
The short answer is – we will ask them! Our intent is for Tier 2 companies to engage with us and each other by attending workshops, dropping in during office hours, or participating in cohort calls. The goal is to provide multiple modes of support to enable change. Additionally, we will check in with all Tier 2 companies via an annual survey.
No. We will not be conducting in-depth analysis of companies’ policies or data and as such are not certifying member organizations in any formal sense.
No! There is no cost to join or to participate in the events, workshops, or calls.
If you work for an academic institution and want to be involved in the Alliance we’d love for you to join as a knowledge partner! Our intent is for knowledge partners to share published research where applicable and offer relevant expertise to Alliance members through participation in workshops and calls.
Join hundreds of AARP Employer Alliance Members dedicated to promoting equal opportunity for all workers, regardless of age.
1. Higher Engagement : A Business Case for Workers Age 50+: A Look at the Value of Experience 2015
2. Increased productivity : Promoting an Age-Inclusive Workforce
3. Lower Turnover : A Business Case for Workers Age 50+: A Look at the Value of Experience 2015
4. Reduced Brain Drain : Peak Boomer Retirements Mean Hundreds of Thousands of Employers Are Leaving The U.S. Labor Force Every Month
