A Voice for Older Workers

Have you heard about this group yet?

Respectful Exits calls itself the “organized voice of aging workers,” and it aims to give voice to a group that is often forgotten (except in the most legalistic way) in the whole question of work-life and diversity. It advocates for employers to end mandatory retirement ages and implement policies that promote inclusiveness and flexibility, allowing employees to both work longer retire more gradually.

Founder and CEO Paul Rupert is an innovative thinker and highly-respected organizational consultant. He has long advocated for workplace flexibility as a smart business practice—not to mention being good for employees and society as a whole. Now he’s taken on what he sees as a neglected frontier: the question of when and how to retire. And he’s brought on an impressive team to support the cause.

Our Attitudes Toward Retirement Were Forged in another Era

Respectful Exits makes the argument that the goal of a previous generation—work hard and retire as early as possible—no longer makes sense for employees or their employers. People are living a whole lot longer than they were in 1936, when 65 became the standard age for receiving social security. They’re also saving less—according to Respectful Exits’s website, 50 percent of workers aged 50-64 have less than $14,000 in savings (spread over 20-30 years, they point out, this breaks down to $50/month)!

Add to that the fact that the massive population wave of Baby Boomers is currently hitting age 65 and retiring at a relentless pace (since 2011, 10,000 boomers a day are reaching that milestone, and the tsunami will continue until 2029). And, finally, that most people don’t want to retire at age 65. Again, from the website: 64 percent of workers hope to work longer and ease into retirement. Yet only 5 percent of employers offer formal programs allowing them to do so.

The argument from Respectful Exits is straightforward: give people options and those who want to have the mental stimulation, purpose, social networks and/or income that may come from work can have all that—while employers won’t lose some of their most experienced workers overnight.

Change Must Come from Employers and Employees, Both

To make change happen, Rupert has assembled an impressive team that includes leaders and activists from the fields of workplace diversity, flexibility, work-life and general workplace innovation. They are appealing to both employees and employers, with multiple opportunities for action.

Employee options range from simply signing on to join the campaign to creating a “Longevity Forum” at work to negotiating for their own flexible retirement. Employers are urged to take even more concrete steps by adopting the Respectful Exits Longevity Agenda: end both formal and informal retirement age policies, ensure ongoing training (to keep workers at every age engaged and up-to-date), institute phased retirement, formalize flex work policies and strengthen financial wellness programs.

Since Respectful Exits is an advocacy organization and is officially a program under the 501(c)(3) non-profit, New Ways to Work, it is also seeking (tax-deductible) donations.

I don’t know how old you are, dear Reader, and I’m not about to tell you how old I am. But I will say I’m grateful to be self-employed, as I have no intention of letting anyone tell me when to retire. “We challenge 65 as the widely-assumed “sell-by” date. Milk curdles; people don’t,” say the folks at Respectful Exits.

I say, way to go!

Looking for help on your corporate blog? Trying to sell a benefits change to your employees? You can’t win if you can’t tell your story. Why not let me give you a hand?

I blog about work-life, diversity, wellness and other aspects of great workplaces as often as I find the time (which means a couple times a month, if I’m lucky). Want to know when my next post comes out? Sign up here

Leave a Comment

*


APEX-2016-Winner 2015-Winner2014_winner-Apex-logo20132012