Workforce pressures are increasing — recruitment is harder, retention feels more fragile, and critical skills are taking longer to replace. What many organisations are experiencing is not a future demographic issue, but a present-day resilience challenge. Understanding how workforce composition, engagement and capability interact is now essential to sustaining performance, productivity and long-term organisational resilience.

We’re delighted to announce that Social Enterprise UK , the national body championing organisations that use business as a force for good. This recognition reflects our commitment to advancing age inclusion , supporting older workers , and helping employers build stronger, more multigenerational teams . As more organisations face skills shortages, knowledge loss, and rising economic inactivity among over-50s, the need for practical, evidence-led support has never been greater

Last week, I had the privilege of attending the Silver Economy Forum 2025 (SEF 2025) in Manchester. This powerful gathering brought together global leaders, policy-makers, investors, and innovators. They united around the theme of “Age-Friendly Cities: Reimagining Life, Work and Community.” The forum was convened by the Global Coalition on Aging (GCOA) in partnership with the Greater Manchester Combined Authority. It generated ideas and momentum that align with ProAge's mi

This is the moment where insight becomes action. The Implementation stage is where your Retirement Transition Plan moves from theory into lived experience.

With your RTP scoped out and road-tested, the next critical step is Discussion. This is the point where your personal vision meets shared dialogue.

The Road Test phase is where theory meets reality. This is your opportunity to act on your ideas, test your assumptions, and gain insight from lived experience.

At a recent Global Intergenerational Week session, participants were asked two simple but revealing questions: When did you last speak to someone 15 years older or younger than you?  How many people in your close network are 15 years older or younger? Many were surprised how age-siloed their lives had become, with limited intergenerational interaction.

This phase is about defining what your future looks like: setting intentions, clarifying your direction, and identifying the practical steps to move forward with purpose.

This initial stage of the RTP journey lays the emotional and psychological foundation for a successful transition.

With an ageing workforce and client base, financial services firms face a demographic turning point. Age inclusion isn’t just about fairness—it’s a smart strategy for growth, trust, and talent retention. This blog explores how firms can future-proof their workforce and customer relationships with ProAge’s support.

At the risk of stating the obvious, none of us is getting any younger. Speaking from personal experience, it can be shocking to suddenly...

Menopause affects many working women, yet remains a workplace taboo. Addressing it can enhance support and productivity.​

Exploring the intersection of age and gender

How being an age inclusive employer can help unlock government contracts

In today’s globalised world, organisations are encouraged to explore and embrace the concept of workplace diversity. An inclusive work environment is not just an ethical imperative; it also leads to improved performance, higher employee satisfaction, and increased innovation. Understanding the significance of diversity in the workplace is essential for organisations looking to thrive in competitive markets. The Diverse Workplace: A Competitive Advantage A diverse workplace en

Creating a sustainable and thriving work environment is crucial for businesses today. One of the most effective ways to achieve this is...

How reverse mentoring programmes can help address skills shortages in critical sectors of the economy.

As we step into a new year, many of us reflect on personal goals and resolutions. But what if 2025 became the year we collectively...

Discover why age inclusion is the key to unlocking diverse talent and resilience in B Corps.

Under the Equality Act, there are 9 ‘protected characteristics’. These are, in no particular order: 1. Age 2. Disability 3. ...