WELCOME TO THE MIDLIFE WOMEN IN BUSINESS INITIATIVE
The disappearance of the older worker presents a serious challenge to employers. Not only are they the fastest growing employee population but they also have a wealth of experience that UK employers will miss out on if this trend continues.
As we all adjust to new ways of working in the wake of Covid-19, where ‘retirement’ will be different for many people, it’s crucial that older workers are not forgotten.
Its a fact that by helping older workers plan for the futures, employers will retain more skilled staff members. The Importance of providing support to older employees in midlife is a way of engaging, and creating loyalty as well as a way to help them stay in employment for longer. This gives more time for employees to make better plans for what they will need in retirement and be proactive themselves about obtaining it.
Being supported by employers to plan and prepare can help improve their health and wellbeing, as well as increase their self worth and emotional resilience.
Mid-life support via interventions such as midlife appraisals are seen as an employee benefit that can contribute to a strong employer brand and the recruitment and retention of employees.
Mid-life support enables people to work for as long as they want to. In turn, employers can hold on to their skills and experiences, deploy staff to effectively train the next generation and benefit from age-diverse workforces.
The overall cost of loosing your midlife employees and team members is vast when you consider the wealth experience and knowledge that can leave with them. Couple this with recruitment, induction, ongoing training and development costs which will need to be met, the idea of retaining your staff longer makes sense both ethically and financially as well.
Measure your business against our scope objectives.
Our 8 objectives are clear and well defined and you can work towards them to become a fully Proactive Employer with the help of Midlife Women in Business programmes and workshops.
As an organisation you demonstrate a commitment to gender equality from the most senior positions down with progressive practices.
An an organisation, there is a recognised culture of measured and monitored diversity within an in inclusive and fair environment
Encourage and maintain a strong influx of females with an identifiable career path from early career to executive level with external validation
Create a culture of flexible and supportive working arrangements through the different phases of life only experienced by women
Be open and honest in the event that there are concerns or questions around bias in the workplace directed towards women in midlife
Endeavour to ensure women's inclusion from all levels, from admin and assistance to executive decision making levels
Recognise the need and provide external support for midlife women's advancement at all levels within the business
As an organisation remove stereotyping from all internal and external marketing and communications
Why not contact us to explore our year round International Midlife Women in Business corporate programmes and also our International Midlife Women's Day Partner and Support Initiatives