Age-diversity in the workforce is more important than ever. Labour shortages are real, people want and need to work until they are older, and the competitive advantages of harnessing diversity are well established. However, there are significant barriers to harnessing the potential of workers across the lifespan including discrimination and changing physical capacity. Senior leaders and human resource professionals need toolkits containing resources that help keep their workforces safe, engaged and healthy.

Evaluation data from a pilot of ageing workforce interventions will be presented. These focussed on:
- Organisational systems: systems and policies that support a work environment to proactively address psychosocial hazards for older workers.
- Manager capability: training and resources that assist managers to directly support older workers’ physical and mental health.
- Individual capability: awareness and techniques to increase employee resilience and ability to manage workplace stressors, and tools to support late career transition planning that promotes and protects mental health and wellbeing.

Using a combination of frameworks, evaluation data and case studies, this presentation will give evidence-based insights and practical ideas about how psychosocial stressors can be addressed in the context of maintaining a productive and sustainable business with an ageing workforce.

This presentation will bring together and raise awareness about a number of themes that have become increasingly important in the context of age-diversity. People listening to this presentation will learn more about increasing wellbeing and mental health through the practical application of:
- Psychosocial hazards
- Transition theory
- Age-diversity
- Work related risk factors

The presenters will outline the framework driving project interventions, so participants will learn about the benefits of primary interventions to address psychosocial stressors. The pros and cons of targeting interventions at the organisational, manager and employee levels will also be discussed. Participants will learn about the interventions that have been trialled and evaluated. In this way they will benefit from specific examples of actions that could be taken in their own organisations or those in which they support through their own practice.

Palmer, Rachael H