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  • Charlotte Miller + Emily Abbott

Embracing a Multigenerational Workforce in Social Care: A Key to Thriving Communities

In today's rapidly evolving world, the importance of a diverse workforce is more evident than ever. Among the various facets of diversity, having a multigenerational workforce stands out as crucial, especially in the social care sector. By embracing and targeting individuals across generations in recruitment efforts, we can unlock numerous benefits that contribute to societal growth and well-being. Addressing ageism—discrimination or prejudice based on age—in the workplace is critical for fostering intergenerational collaboration. This enhances employee engagement and retention while driving innovation and competitiveness in today's dynamic business landscape. 

The Importance of a Multigenerational Workforce 

An intergenerational workforce offers opportunities for diverse perspectives and experiences to be shared and exchanged. Older workers often bring decades of knowledge, stability, and a deep understanding of the industry. In contrast, younger employees introduce fresh ideas, technological savvy, and innovative approaches to problem-solving. This dynamic environment, where diverse view points lead to creative solutions, ultimately enhances the quality of care provided. 


The social care sector faces widespread recruitment and retention challenges. By expanding the target demographic to include both younger and older workers, we widen the pool of potential candidates. According to a 2022 report by the National Skills Academy for Social Care, 80% of employers in the sector reported difficulties in recruiting staff, with a significant need for younger and older workers alike (National Skills Academy for Social Care, 2022). Younger workers, often seeking meaningful and impactful careers, can find fulfilling opportunities in social care. Meanwhile, older workers, who may be looking for flexible or part-time work, can continue to contribute their valuable skills and knowledge. 


The Value of a Multigenerational Workforce 

A multigenerational workforce facilitates intergenerational learning and mentorship. Younger employees can benefit from the wisdom and experience of their older colleagues, gaining insights and guidance that can accelerate their professional growth. Older employees can learn from the younger generation's familiarity with new technologies and modern practices. A study by the Harvard Business Review found that 89% of workers felt that intergenerational mentoring improved workplace culture and productivity (Harvard Business Review, 2021). 


When employees feel valued for their unique contributions, regardless of age, it fosters a more inclusive and supportive workplace culture. This leads to higher levels of engagement and job satisfaction. An engaged workforce is more likely to deliver high-quality care, remain committed to their roles, and contribute positively to the organisation’s mission and goals. Research from Gallup indicates that highly engaged workplaces see a 41% reduction in absenteeism and a 17% increase in productivity (Gallup, 2020). 


Tailored Recruitment Strategies 

To attract a multigenerational workforce, recruitment strategies should be tailored to address the specific needs and preferences of different age groups. This might include offering flexible working hours, part-time opportunities, and professional development programmes. Highlighting the meaningful impact and career growth opportunities within the social care sector can resonate with both younger and older candidates. 


According to a survey by Age UK, only 31% of respondents said they found the phrase “older workers” appealing to describe people over 50 in employment, with 39% finding the term unappealing. With a third of the UK workforce now aged 50+, it’s important to consider how people view age across different career stages (Age UK, 2023). Labels such as “midlife workers” and “people in their late career” only fared slightly better, with 40% of respondents finding them appealing. 


Creating Inclusive Policies and Practices 

Organisations should implement policies that promote inclusivity and respect for all age groups. This includes providing ongoing training and development, ensuring equitable opportunities for advancement, and fostering a culture of mutual respect and collaboration. Encouraging open communication and regular feedback can help address generational gaps and ensure all employees feel heard and valued. 


Firms that implement these practices see a reduction in low productivity reports, from 25% to 13% overall (CIPD, 2023). 


Celebrating and Recognising Contributions 

Recognising and celebrating the unique contributions of both younger and older employees fosters a sense of belonging and appreciation. Whether through formal recognition programmes or informal acknowledgements, celebrating achievements and milestones enhances morale and motivation. Sharing success stories and highlighting the benefits of a multigenerational workforce can inspire others and reinforce the value of age diversity. 


A study by the Society for Human Resource Management (SHRM) found that companies with effective recognition programs have 31% lower voluntary turnover than those without such programs (SHRM, 2022). 


Incorporating a multigenerational workforce in the social care sector is not just a strategy for overcoming recruitment and retention challenges. It is a powerful approach to creating a vibrant, resilient, and compassionate community. By embracing the strengths of both younger and older workers, we can build a more inclusive and effective social care system that benefits everyone. 


Key Points: 

  • Easy integration and acceptance across age groups. 

  • Development and advancement of employees regardless of age. 

  • Commitment to hiring and retaining a generationally diverse workforce. 

  • Effective management of teams from diverse generational backgrounds. 





Harvard Business Review. (2021). The Impact of Intergenerational Mentoring. 


Gallup. (2020). The State of the Global Workplace. 


CIPD. (2023). Employee Productivity and Engagement Report. 


Society for Human Resource Management (SHRM). (2022). Employee Recognition and Retention. Link 


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