ISO Standards Spearhead Age-Inclusive Workforce for a Longer Working Life

New ISO 25550:2022 Standard Guides Employers in Retaining and Recruiting Older Workers, Paving the Way for a Balanced and Age-Inclusive Workplace.

As global demographics shift towards an aging population, the British Standards Institute (BSI) introduces three new ISO standards to navigate the challenges and opportunities presented by a workforce working and living for longer. At the forefront is ISO 25550:2022, a groundbreaking standard published in February, focusing on the development of an age-inclusive workforce and providing essential guidelines for organisations.

ISO 25550:2022 - A Blueprint for an Age-Inclusive Workforce

The newly released ISO 25550:2022 addresses the vital aspect of cultivating an age-inclusive workforce. Offering comprehensive guidance on development, implementation, maintenance, and support for such a workforce, the standard becomes a cornerstone for organisations striving to create a balanced workplace. It emphasises the active participation of older workers, introducing opportunities that contribute to a more diverse and inclusive professional environment.

Post-Pandemic Relevance: Retention and Recruitment Challenges

Kim Chaplain, Associate Director for Work at the UK’s Centre for Ageing Better, underscores the significance of ISO 25550:2022, especially in the post-pandemic landscape. A survey conducted by the Centre reveals varying employer attitudes post-COVID-19. While some are already excelling in age-friendliness, others remain resistant. ISO 25550:2022 provides a fundamental framework to scrutinise and enhance processes, fostering evidence-based practices in retaining and recruiting older workers.

Statistics Reflecting the Aging Workforce Challenge

With one in six people expected to be aged 65 or older by 2050, the global workforce dynamics are undergoing a profound transformation. Not only are people living longer, but they are also choosing to remain in the workforce for extended periods. The rise in the state pension age has seen a notable surge in employment rates among 65-year-olds, challenging traditional perceptions of retirement.

Impact of COVID-19: A Catalyst for Change

The COVID-19 pandemic has further accelerated the reconsideration of work-life balance across all age groups. Older individuals, affected by furloughs and redundancies, are evaluating options that provide greater flexibility. Chaplain emphasises that an inclusive workplace, with empathetic employers offering flexibility, is a key motivator for the over-50s group.

ISO Standards as Catalysts for Inclusion

While ISO standards alone may not directly impact job seekers or employers, achieving ISO certification signifies adherence to good practices that attract older workers. Chaplain notes that ISO 25550:2022, as part of a broader initiative, signals to the workforce that an organisation is committed to inclusivity and has specific measures in place for all age groups.

Towards a Balanced and Inclusive Future

The implications of ISO 25550:2022 extend beyond compliance, urging organisations to reassess their fundamentals, modify processes, and demonstrate evidence of positive outcomes. As the global workforce evolves, ISO standards play a pivotal role in guiding employers toward practices that not only retain experienced older workers but also welcome them into a work environment that values diversity, inclusivity, and adaptability.

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