Embracing Age: The Rise of Age-Focused Employee Resource Groups
In today’s workforce, being older is often seen as something to hide. Elizabeth Harris, Chief Strategy Officer of media and ad agency Arc Worldwide, has witnessed the toll it takes on friends and family – the avoidance of mentioning graduation dates and years of experience on resumes, and even dyeing hair before a job interview. However, older age shouldn’t be viewed as a disadvantage. Research from Deloitte shows that teams with older workers are more innovative, and a 60-year-old startup founder is three times more likely to create a successful startup than a 25-year-old tech founder. Despite this wealth of wisdom and leadership potential, older workers are often dismissed and discounted due to deeply entrenched ageist stereotypes.
In 2018, Harris decided to address this issue by starting a new employee resource group (ERG) at her company specifically for midlife and later-career workers. She noticed that existing ERGs for women and parents were not addressing the unique challenges faced by those over 45. The newly formed ERG, called Sages, aimed to provide resources to end age discrimination and help employees age 45 and above thrive. While primarily for midlife and older employees, the group welcomes anyone who wants to join, recognizing that ageism can affect everyone at some point in their lives.
Alma Klein, Senior Vice President and Creative Director at Arc Worldwide, joined Sages even though she did not necessarily fall within the intended age range. She saw the importance of creating a more welcoming and valued environment for older employees, particularly older women in creative roles. The first programming for Sages focused on women’s health and menopause. Despite concerns about the topic’s appeal, the event drew a large crowd, including men who wanted to understand their wives’ experiences. The success of Sages led to its growth into a business resource group within the Publicis Groupe, with over 300 members. The group hosts various events and discussions on topics such as retirement planning, caregiving benefits, and consumer trends for those over 50.
Age-focused ERGs are still rare in the corporate world. While resource groups for women, race and ethnicity, and the LGBTQ+ community are common, openly acknowledging and addressing age diversity is novel. Only 3% of ERGs in a study sample of 70 different types were dedicated to people of different generations. Legal departments may hesitate to approve age-specific ERGs due to fears of mistreatment revelations and accusations of unfair treatment. However, by not discussing age in the workplace, the needs of older employees remain unaddressed.
According to Kyra Leigh Sutton, an HR expert at the Rutgers School of Management and Labor Relations, generational ERGs, especially those focused on older workers, are rare because members may reveal their age. Being seen as older can also have risks, as older employees may be viewed as unable to perform certain tasks. However, age-focused ERGs offer significant benefits to employees, including a sense of belonging and support from fellow employees facing similar challenges.
Age-focused ERGs like Sages provide a space where the joys and frustrations of aging are accepted and discussed openly. They empower employees in the “sandwich generation” who are simultaneously caring for children and parents. These groups bring attention to the unique needs of older employees and work towards inclusive practices and policy changes that benefit everyone.
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