1. Examine your recruitment practices.
Does your website include photos of a diversified workforce based on age? Do your job applications ask age-related questions, such as the date of birth or the date of graduation of a person?
2. HR must train recruiters and interviewers.
To avoid misjudgments and preconceptions such as that a younger worker will work for a lower salary or that an older worker will not adapt to changes and will not remain for a long time in the organization.
3. Include age as part of your diversification and inclusion programs and efforts.
Grant benefits tailored to each generation and don’t include age as a prerequisite for a job offer.
4. Offer learning and development opportunities to all employees.
Include professional advice, digitization training and reverse tutoring programs.
5. Promote a multigenerational culture.
Recognize capacity regardless of age and reject age-related stereotypes.