At Sageco, our mission is to guide and inspire you as you manage your transition programs. Browse through our bookshelf of free client resources – tool kits, research articles and videos to develop or bolster your strategy. If you have questions – please contact us.
HRD Magazine interviews Sageco CEO Alison Monroe about best practice in career transition. Redundancies may be an unfortunate fact of life, but there are sensitive and even beneficial ways in which employers can assist exiting employees.
Sageco is committed to diversity and inclusion through all stages of the employee lifecycle. Redundancy and outplacement is no exception. By applying a diversity lens to the seven stages of redundancy planning, organisations will protect their brand and foster sustainability. This Sageco thought leadership article developed by Alison Monroe and Catriona Byrne will guide you to approaching downsizing in an inclusive and productive way.
It’s especially important that women in career transition are confident to have a conversation about pay equity and to negotiate their value and salary. This article draws on a Sageco Wisdom Circle event to describe a workplace that is practising pay equity.
Mature age transition resources for HR and people leaders
Channel 7 News – Older Workers
More retirees are going back into the workplace following changes to the pension. Sageco has worked closely with Colonial First State supporting their campaign to employ more mature age workers recognising the value of their life experience.
The NSW State Government highlights its responsibility for facilitating access to Government Services, public spaces, transport, health, social housing and justice. The new strategy engaged federal and local government, stakeholders and individuals to develop the new strategy.
How well are OECD economies harnessing the power of an older workforce? This comprehensive PWC report is excellent background material for building your ageing workforce business case. Australia has made a slight improvement, but Israel, Germany and New Zealand have improved in leaps and bounds.
The business of ageing – National Seniors vox pop
This four minute interview with National Senior’s Professor Philip Taylor and Sageco CEO, Alison Monroe is an excellent thought starter for your HR team or group of people leaders. Why not show it in your next team meeting?
The Investing in Experience Tool Kit is a one stop practical guide for employing people over 45 years of age. It provides practical help for your business or organisation to assess the demographics of your workforce, to identify and address potential skill and knowledge gaps, and to recruit and retain experience staff. The kit includes a mature age employment self-assessment tool, action plan template, recruitment tips, check lists, case studies and practical suggestions to retain mature-age staff.
The National Seniors Productive Ageing Centre’s Age Management Toolkit is designed for each employer to tailor the best age management initiatives according to an organisation’s individual strategic goals, its size and age profile. The toolkit comprises evidence-based information, resources, guidelines and good practice examples that have been sourced from a wide range of leading national and international agencies and expert bodies specialising in the fields of employment, management and workforce ageing.
The Sageco – Navigate the ageing workforce animation
The Sageco Navigate People Leaders forum enables us to work with executives, HR and people leaders in a wide cross section of organisations. We use this animation as a discussion starter in every forum.
From the UK, the Employer Toolkit is an interactive resource, offering guidance for managers of older workers. The information available details how employers can better manage their workforce, and by doing so, how they can capitalise on the changing demographics of the workforce.
The Toolkit includes information relating to retaining, retraining and recruiting older workers and a range of other topics including legal requirements, knowledge management and flexible working arrangements.
Mature workers matter a great deal. They make up approximately 70% of the sector workforce; without them the sector would be in crisis. Sageco designed this customised online resource for the South Australian Aged Care and Community Services Association. The resource is designed to support organisations to address the critical issue of retaining and keeping workers in good health and free of injury as they age. This resource is particularly useful for organisations with mature age employees whose role has a physical load.
Age positive conversations webinar for people leaders
This webinar was recorded as part of the Sageco Corporate Champions program and features input from Bankstown City Council and Great Lakes Council. The handout –Sageco Navigate+ MAW Conversations is designed to assist people leaders have age positive conversations.
Report from National Seniors with economic analysis of the contribution of mature age Australians. Did you know that the total value of economic and social contributions of mature age Australians using this study’s methodology is estimated at $65.7 billion per annum. You need to supply your email address to download the full report.
Sageco was pleased to be published in the prestigious AARP The Journal answering the question on ‘why older women matter’. This article draws on a collaborative research project with Diversity Council Australia.
In a rapidly changing and fast moving world, slow but significant changes like the ageing of the population are easy to overlook. But no organisation – whatever industry it is operating in – can afford to ignore them.
Social prejudice about older people in society is expressed in a variety of discriminatory stereotypes. This paper explores the nature of stereotypes held by a large group of older workers and by employers in New Zealand.
A 2013 research article which determines what CEOs really want from coaching.
“You need coaches who are very smart, intuitive about business and interpersonal dynamics, neutral in their assessment (i.e., not captured by their client), and can tailor the training to the individual needs (not a canned approach).”