TRAINING & WORKSHOPS
Attracting & Retaining Older Workers
Strengthen continuity, protect critical knowledge and build a workforce designed for the future
A practical, research-informed session for organisations navigating skills shortages, rising turnover and an ageing workforce. OECD analysis shows that firms with 10% more workers over 50 are, on average, 1.1% more productive — yet many organisations tell us they struggle to attract and retain this essential talent.
This programme gives leaders and HR teams the insights and strategies they need to engage, support and retain experienced workers — strengthening continuity and easing vacancy pressures.
Why this training matters
One in three UK workers is now over 50. Yet many still face recruitment bias, unclear progression routes or limited support when health or caring responsibilities change.
For organisations working through skills shortages or planning for long-term workforce stability, supporting older workers is becoming a practical necessity.
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Organisations that focus on this area often see:
faster, more successful recruitment
stronger continuity and reduced knowledge loss
improved team performance
reduced operational risk during periods of change
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This session provides a shared starting point for improving attraction and retention in a realistic, evidence-based way.
What you'll achieve
A focused, action-oriented session that helps HR teams, managers and leaders:
understand what older workers value in work today
identify and remove unintentional barriers in recruitment, job design and progression
build confident, age-inclusive management practices
Insights are grounded in the lived experiences of older workers — including findings from our research with Brave Starts — highlighting what truly helps people stay, thrive and return to work.
How it works
A fast, engaging in-person workshop for up to 30 participants (2.5 hours)
Research insights that matter
Clear, relevant findings from national and employer-level research on how organisations are preparing — or struggling to prepare — for an ageing workforce.
What employers are doing now
Practical examples of how organisations are adapting recruitment, job design and progression to attract and retain older workers.
Designing low-cost, high-impact interventions
Guided group work to identify realistic, evidence-based actions suited to your organisation’s context.
Agreeing your next steps
Participants prioritise low-effort/high-impact changes and leave with a clear, shared plan to strengthen attraction, retention and workforce continuity.
The emphasis throughout is collaborative learning and practical, sustainable action.
Who is this for?
Ideal for organisations looking to:
reduce turnover of experienced staff
strengthen succession planning and talent pipelines
improve recruitment across age groups build an age-inclusive culture
support managers to lead age-diverse teams effectively​​
Designed for:
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HR teams
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managers
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workforce planners
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and organisational leaders.
...and what outcomes can you expect?
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improved retention of experienced staff
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better continuity and reduced knowledge loss
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clearer, more age-inclusive recruitment practices
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more confident managers
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stronger organisational resilience
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These outcomes directly support organisations seeking to keep experienced employees and protect the knowledge the organisation depends on.