- More than a third (37%) of employees believe there is age discrimination in their workplace, while 19% of employers are concerned about it
- Half (53%) of those aged 60+ are not ready to retire, increasing to 61% for those aged 65+
- The majority (73%) of those in their 50s and 60s feel they share invaluable skills, experience and knowledge with colleagues – but 16% believe it is not valued by their employer
- The UK’s workforce is getting older: a third of employees will be aged 50+ in the next decade – Aviva urges UK plc to step up and offer greater support to this age group as it launches its Mid-Life MOT
More than a third (37%) of employees aged 45 and over believe that age discrimination is an issue where they work, according to new analysis1 from Aviva. Those aged 55 to 59 feel this most strongly (41%).
feel younger colleagues
are favoured over older generations
believe their age has become a barrier to career progression and development
Over half (53%) of employees aged 60 and over are not ready to retire, increasing to 61% for people still working past the age of 65.
The study among employees and employers highlights that working for enjoyment and the benefit of social interaction increases with age. Those who are still working in their 60s are more likely than those in their 40s and 50s to be motivated to do so because they enjoy their job, or for the social benefits of interacting with colleagues and others in the workplace.
Attitudes to work in mid-life among those who are still in work
|Feel they are not ready to retire||45%||42%||43%||49%||61%|
|Motivated to continue working because they enjoy their job||36%||34%||35%||35%||57%|
|Motivated to continue working for social interaction||21%||19%||19%||24%||31%|
Feel there is age discrimination against older workers in their organisation
Source: Aviva, 2019
Workers in mid-life have typically amassed significant skills, experience and knowledge, creating ‘muscle memory’ that can be invaluable to their employer. However, the research – which examined employee and employer attitudes towards ageing in the workplace – highlights a potential ‘brain drain’ unless businesses do more to support this growing demographic.
While the majority (73%) of workers in their 50s and 60s feel they share invaluable skills, experience and knowledge with colleagues2, Aviva’s findings reveal that 16% of mid-life employees feel this is not valued by their employer.
Many employers share employees’ concerns about age discrimination. Almost a fifth (19%) of employers said it was a main concern of theirs while 20% said they were concerned about how they will respond to the challenge of an ageing workforce.
Companies missing out on the talent and potential of an ageing workforce
Aviva’s findings highlight the need for companies to put the right support in place to ensure employees in mid-life feel valued at work. There are currently a record 10 million workers over the age of 50 and in the next decade, this population is forecast to grow to represent more than a third of all workers in the UK3.
Without the right support in place, companies are potentially missing out on the talent of this important age group; nearly nine in 10 people are in work at the age of 50, yet this falls to less than one in two for employees in their mid-60s4.
Lindsey Rix, Managing Director of Savings and Retirement, Aviva, commented: “Age should not be a barrier to opportunity – but our findings suggest employees are worried about age discrimination. We want to challenge this concern.
Evolving social and workplace trends mean we must all be prepared for a more fluid working life. The mid-life population offers invaluable skills and experience that companies are potentially missing out on. Companies need to take action – not doing so risks a punishing labour shortage in the years to come and a huge waste of talent and potential.
To help equip its own staff with the tools needed to embrace fuller working lives, Aviva has launched its ‘Mid-Life MOT’ this month. Following a successful pilot in 2018, the programme will help encourage its people to consider aspects of their work, wealth and wellbeing from the age of 45.
Face-to-face seminars across Aviva UK offices will be complemented by an MOT guide, direction towards free online Aviva and government-backed resources, and a free 30-minute consultation with a qualified financial adviser.
The aim is to prompt Aviva employees to begin making plans to support the next phase of their work, wealth and wellbeing, and identify practical steps they can take to support a fuller, more rewarding working life.
Lindsey Rix continues: “It’s all too easy to get caught up in the essentials of day-to-day life and potentially lose sight of the bigger picture.
At Aviva we want to help and encourage our people at this stage of their lives to start thinking about their future work, wealth and wellbeing so that they can take practical steps to enable them to lead a fuller working life. This age group has a huge amount to offer and we want to ensure we’re supporting their ambitions.
- ENDS -
1 Research of 1,036 UK employers and 2020 employees aged 45+, conducted on behalf of Aviva by Censuswide, January 2019. All figures are based on this research unless otherwise stated.
2 Analysis of Wave 8 of English Longitudinal Study of Ageing (ELSA): 2016/17, International Longevity Centre, January 2019
3 Aviva analysis of ONS, summary of labour market statistics
4 Aviva analysis of ONS, economic labour market status of individuals aged 50 and over, trends over time: October 2018
Aviva’s Mid-Life MOT
Aviva’s mid-life employees, aged 45 and over, represent approximately one third of its 17,000 UK workforce. It recognises that its future success relies on the skills and experience of this important age group. It is the fastest growing cohort of employees, with approximately 500 people entering the age group every year. Aviva piloted a Mid-Life MOT scheme in 2018, inviting staff over the age of 45 to take time out to consider their wealth, work and wellbeing at this mid-point in their lives.
This face-to-face guidance service – complemented by online and one-to-one resources – increased participants’ confidence in their future plans; boosted their awareness of where to seek further support; and grew their appreciation of Aviva as an employer for all ages.
Following the pilot scheme’s 94% take-up rate, Aviva introduced Mid-Life MOT for its 5,000 employees aged 45 and over in May 2019. It will work with the government and like-minded employers to consider how more mid-life employees in the UK could benefit from a similar intervention.
Notes to editors:
- For information on how Aviva is helping our people, customers and communities impacted by COVID-19 visit: www.aviva.com/covid-19-our-response/
- We exist to be with people when it really matters, throughout their lives. We have been taking care of people for more than 320 years, in line with our purpose of being ‘with you today, for a better tomorrow’. In 2020, we paid £30.6 billion in claims and benefits to our customers.
- Aviva is invested in our people, our customers, our communities and our planet. In 2021, we announced our plan to become a Net Zero carbon emissions company by 2040, the first major insurance company in the world to do so. This plan means Net Zero carbon emissions from our investments by 2040; setting out a clear pathway to get there with a cut of 25% in the carbon intensity of our investments by 2025 and of 60% by 2030; and Net Zero carbon emissions from our own operations and supply chain by 2030. Aviva has been leading this agenda for decades: Aviva was the first international insurer to go operationally carbon neutral in 2006 and we are champions of renewable energy and energy storage at our offices, allowing us to achieve our 2030 carbon reduction target (70% reduction on 2010 levels) 10 years early. Find out more about our climate goals at www.aviva.com/climate-goals and our sustainability ambition at www.aviva.com/sustainability.
- Aviva is a Living Wage and Living Hours employer and provides market-leading benefits for our people, including flexible working, paid carers leave and equal parental leave. Find out more at www.aviva.com/social-purpose
- We are focused on the UK, Ireland and Canada where we have leading market positions and significant potential. We will invest for growth in these markets. We will also transform our performance and improve our efficiency. Our transformation will be underpinned by managing our balance sheet prudently, reducing debt and increasing our financial resilience. We also have strategic investments in Singapore, China and India.
- At 30 June 2021, total Group assets under management at Aviva Group are £522 billion and our Solvency II shareholder capital surplus is £12 billion. Our shares are listed on the London Stock Exchange and we are a member of the FTSE 100 index.
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