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FOR ENCORE makers

Whether you’re a nonprofit, business or government agency, you want the best available team to meet today’s needs.
That probably means increasingly looking at people over 50 as a rich and growing human capital resource.

The Encore Community is here to help!

Know
Learn why it makes sense to bring people over 50 into your organization.

Learn More
Prepare
Make your organization more attractive to people over 50.

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Recruit
Bring people over 50 into your organization as staff or volunteers.

Learn More

Not sure you’re ready to take this step?

Complete this 10-POINT SELF-ASSESSMENT.
 

Learn why it makes sense to bring people over 50 into your organization.
Did you know...
•  Older workers are more conscientious, use better judgement and have better social skills than workers of other ages.
•  They are more reliable, loyal and have better attendance records.
•  Organizations with multigenerational workforces significantly outperform others and have better functioning teams.
•  The fastest-growing segment of the labor force is workers age 65 and older.
•  The return on investment for older workers is up to 4 times cost.

Work in Retirement from Ken Dychtwald, describes the new retirement “workscape” and 4 myths about older workers.
Health Benefits of Volunteering from the Corporation for National & Community Service, reviews research findings for older volunteers.
Ageism in the Workplace from Hiscox, recounts the prevalence and cost of ageism and steps to combat it.
The Aging Workforce from SHRM, lays out best practices for leveraging the talent of mature employees.

Make your organization more attractive to people over 50.
Did you know...
•  About one in six people over 50 have experienced or observed age bias in their workplaces.
•  Only 8% of organizations include age as part of their diversity, equity and inclusion programs.
•  Older workers say they want to see flexible work arrangements as evidence that an employer is age-friendly.
•  They want to learn new things and seek full access to training programs.
•  Older workers do not block or displace younger workers but instead often offer stability and support for them.

Are You Age-Ready? from Mercer, describes the steps you can take to build an age-friendly organization.
How to Avoid Ageism from SHRM, offers tips, resources and practical insights for creating an age-friendly culture.
Harnessing the Power of a Multigenerational Workforce from SHRM, makes the business case for hiring older workers.
Leveraging the Value of an Age-Diverse Workforce from SHRM and AARP, real-world experiences help shift the focus from differences to strengths.

Bring people over 50 into your organization as staff or volunteers.
Did you know...
•  People over 50 want to see others who look like them on your website and in your your posting and recruiting materials.
•  They are tuned in to and turned off by ageist requirements, like digital native, "high-energy" and GPA level.
•  They will check your record and look up how well you are rated as an age-friendly employer.
•  Many older workers may be willing to negotiate compensation and hours in exchange for flexibility or other items.
•  Bringing deep experience and skills to a position is not the same as being overqualified.

Encore Talent Works Toolkit from Encore.org, case studies, best practices and other helpful resources (work for pay and work for free).
10 Steps for Engaging Adults 50+ from Encore.org,  summary of best practices with checklists and resources (work for free).
Best Practices for Recruiting and Retaining Older Workers from SHRM, steps for bringing people over 50 into your organization. (work for pay).
Connect for Good, growing statewide online platform, advanced, free and easy to use, for listing volunteer opportunities.
#Gen2Gen Cities from Encore.org, how municipalities are using the experience of people over 50 to meet their talent needs (work for pay and work for free). 

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