Social Value Policy in an Organisation and Benefits of Hiring Older Workers
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Social Value Introduction:

While the government has provided guidance in the form of the social value model through the public services (social value Act 2012). An Act to require public authorities to have regard to economic, social and environmental well-being in connection with public services contracts; and for connected purposes. It is more than just a document; it is a demonstration of your organisation’s commitment to ethical, sustainable, and purpose-driven practice.  It outlines how your organisation intends to promote and ensure that social value is delivered through its operational activities including your hiring process.

Having a robust Social Value Policy in place can improve cohesion and communication across different functions of the business, reassure public sector customers of your ability to deliver on your social value commitments, and support the success of your overarching social value strategy, particularly during periods of change within your organisation, to help ensure a continued positive impact.

 As social value is becoming increasingly significant in both the procurement of and delivery of public services, we are increasingly seeing the public sector ask their prospective suppliers to show evidence of their Social Value Policy. Consequently, social value in recruitment has often leant on ‘business as usual’ activities like company volunteering, equitable hiring policies and CSR initiatives. But, as clients start demanding more social value from recruitment contractors, with weightings now sometimes up to 25%.

A case for benefits in hiring older workers to compliment and improve your organisations social value policy.

Promoting Intergenerational Collaboration

Hiring older workers fosters a multi-generational workforce, which encourages collaboration and the exchange of ideas across age groups.

  • Knowledge Sharing: Older employees bring historical context and seasoned judgment, while younger colleagues contribute fresh perspectives and tech-savviness. Together, they create innovative solutions.
  • Bridging Generational Gaps: Intergenerational teams promote mutual understanding and respect, reducing stereotypes on both ends.
  • Enhanced Team Dynamics: Diverse teams are often more creative and productive, as different life experiences lead to broader viewpoints.

2. Reducing Ageism and Stereotypes

Ageism remains one of the most pervasive forms of workplace discrimination. By hiring older workers, companies can lead the way in dismantling harmful stereotypes about aging.

  • Challenging Misconceptions: Older employees often defy stereotypes about being resistant to change or less productive, proving their value through results.
  • Setting an Example: Organizations that embrace age diversity signal to society that talent and capability transcend age.
  • Empowering Marginalized Groups: Encouraging older workers to stay in the workforce challenges societal norms about retirement and inactivity.

3. Enhancing Economic Participation

Older workers play a crucial role in driving economic growth by continuing to contribute their skills and spending power.

  • Increasing Workforce Participation: Encouraging older adults to remain in the workforce helps combat labor shortages and strengthens the economy.
  • Reducing Dependency: Employed older adults rely less on public assistance and contribute to tax revenues, benefiting society as a whole.
  • Supporting Families: Many older workers financially support extended family members, including grandchildren or aging spouses.

4. Fostering Social Inclusion

For many older adults, employment is more than a paycheck—it’s a source of social connection, purpose, and identity.

  • Combating Isolation: Workplaces provide older employees with opportunities to interact and engage with others, reducing loneliness and promoting mental health.
  • Building Confidence: Meaningful work allows older individuals to feel valued and recognized, enhancing their self-esteem.
  • Community Engagement: Employed older workers often reinvest their time and skills into community service, mentoring, or volunteer work.
Benefits of Hiring Older Workers - First Global Recruitments

5. Role Models for Lifelong Learning

Older workers who continue to learn and adapt challenge outdated notions about aging and education.

  • Inspiring Younger Generations: Demonstrating a commitment to growth and adaptability inspires younger employees to embrace lifelong learning.
  • Redefining Retirement: By staying active in the workforce, older employees redefine what it means to age, showcasing that personal and professional development doesn’t have an expiration date.
  • Encouraging Upskilling: Employers who support older workers’ training send a powerful message about inclusivity and the importance of staying current.

6. Strengthening Community Cohesion

Age-diverse workplaces mirror broader society, fostering a sense of belonging and unity.

  • Breaking Down Barriers: Interacting with older workers in professional settings helps younger employees gain respect and appreciation for their contributions.
  • Encouraging Empathy: Multi-generational workplaces promote understanding across age groups, fostering mutual support.
  • Building Inclusive Cultures: Hiring older workers helps normalize age diversity in other areas of life, from communities to public spaces.

7. Driving Social Innovation

Older workers often bring a fresh perspective to addressing societal challenges, leveraging their life experiences to contribute to social innovation.

  • Solving Real-World Problems: Their insights into societal trends, combined with professional expertise, can lead to innovative solutions.
  • Championing Ethical Leadership: Older employees, particularly in leadership roles, often prioritize ethics, sustainability, and long-term impact over short-term gains.

 

Hiring Older Workers - First Global Recruitments

How Organizations Can Maximize Social Value by Hiring Older Workers

To fully realize the social value benefits of hiring older workers, organizations must adopt inclusive policies and practices.

1. Develop Age-Inclusive Hiring Practices

  • Use unbiased language in job descriptions to avoid deterring older applicants.
  • Partner with organizations or job boards that specialize in placing older workers.
  • Focus on skills and experience rather than age or formal qualifications.

2. Create Supportive Workplace Environments

  • Ensure older employees have access to training and development programs.
  • Provide flexible working arrangements, such as remote work or part-time options.
  • Offer health and wellness initiatives tailored to older workers’ needs.

3. Celebrate Age Diversity

  • Highlight the achievements of older employees in company communications.
  • Organize events that encourage collaboration between generations.
  • Promote age diversity as a core value in your organizational mission.

4. Encourage Intergenerational Mentorship

  • Facilitate mentorship programs where older workers guide younger employees.
  • Create reverse mentorship opportunities for older workers to learn new skills from younger colleagues.
  • Recognize and reward mentorship contributions to foster a culture of learning.

5. Advocate for Policy Changes

Organizations can influence broader societal attitudes by advocating for age diversity.

  • Support public campaigns against ageism.
  • Partner with government programs aimed at reskilling older workers.
  • Advocate for legislation that protects older employees from workplace discrimination.

The Business Case for Social Value

Emphasizing the social value of hiring older workers isn’t just a moral imperative—it also makes good business sense.

  • Enhanced Brand Reputation: Companies that champion age diversity are seen as forward-thinking and socially responsible, attracting customers and clients who value inclusivity.
  • Employee Engagement: Diverse workplaces foster higher levels of engagement, as employees feel valued for their unique contributions.
  • Improved Financial Performance: Studies show that inclusive organizations often outperform their peers, benefiting from innovation, customer loyalty, and workforce stability.

Real-World Examples of Social Value in Action

1. B&Q (United Kingdom)

The British retail giant B&Q actively hires older workers, recognizing their reliability, expertise, and ability to connect with customers. The company has seen increased customer satisfaction and employee engagement as a result.

2. The Home Depot (United States)

Home Depot hires older employees as part of its strategy to create an experienced and customer-focused workforce. Their seasoned staff often serve as mentors, enhancing team cohesion and productivity.

3. SilverLine (Australia)

SilverLine, an Australian recruitment agency, specializes in connecting older workers with employers. Their efforts have helped thousands of older adults find meaningful employment, proving the social and economic benefits of an age-inclusive approach.

Conclusion

Hiring older workers isn’t just a strategy for filling roles; it’s a commitment to creating a more equitable and inclusive society. From promoting intergenerational collaboration to combating stereotypes, the social value benefits of age diversity are immense.

Forward-thinking organizations recognize that older workers bring unparalleled experience, wisdom, and stability to the workforce. By embracing age diversity, companies can drive positive social change while reaping tangible business benefits.

Ultimately, the decision to hire older workers isn’t just about what they can do for your company—it’s about what we can achieve together as a society. In an age where inclusivity and sustainability are paramount, older workers represent an untapped resource for building a better future.