Day 1:

Exploring the intergenerational benefits of an age-diverse workforce

The CIPD Trust led discussions on the intergenerational benefits of an age-diverse workforce at this year’s ACE. Our panel session – led by Head of CIPD Trust Sally Eley – encouraged people professionals to consider how a workforce that values all ages can foster genuine inclusivity, enhance team collaboration, and enable impactful mentoring across generations.

Held on day one of CIPD’s flagship Conference, the panel brought together insights from Emily Abbott, Co-Founder of Intergenerational England; Carmen Watson, Chair of Pertemps Network Group; and Stuart Paver, Chair of Pavers. Together, they explored the advantages and challenges of a multigenerational workforce and the strategies organisations can employ to create an environment where employees from all generations can really thrive.

Understanding and respecting difference

Carmen Watson shared her experience from Pertemps Network Group, which has maintained a multigenerational workforce for decades. She emphasised that whilst there are differences that need to acknowledged, respected and shared across generations, employees of all ages do value similar core principles in the workplace which are founded upon fair pay, trust, and respect. By focusing on these shared values, Pertemps builds a sense of family and inclusivity within its workforce.

‘I’ve been in meetings where younger colleagues don’t look engaged. I’ve found out afterwards that they are recording the meeting using AI which will then transcribe it and log the action points. So we all get to the same end point, we’re just doing it in different ways.’

Recognising that different generations bring unique learning styles and perspectives, Stuart talked about how Pavers fosters an environment of connection and support, providing tailored onboarding for younger and older employees alike. This approach, along with a focus on hiring for personality rather than based on sales experience, has resulted in a 40% reduction in attrition rates of new employees.

Three key takeaways emerged from our session:

• Build social bridges: Fostering relationships through mentoring, volunteering, and inclusive communication ensures everyone feels valued.
• Prioritise holistic wellbeing: Organisations play a vital role in supporting the overall wellbeing of employees at all life stages and getting to know the individual is key to creating the right approach for them.
• Embed intergenerational inclusivity in culture: Establishing best practices for multigenerational engagement is essential to building a connected, diverse workforce. We need to take what’s working well and create a blueprint for other organisations to share best practice and provide action-orientated steps to facilitate change.

As Emily Abbott eloquently summed up:

At the CIPD Trust, we believe that every generation has vital skills and experience that can be shared to create trust and respect amongst colleagues and that workplaces have a critical role to play in breaking down silos and building resilient and adaptable organisations fit for the future.

Hiring with conviction: Unlocking potential through inclusive employment

The CIPD Trust placed the spotlight on recruiting people with convictions at this year’s CIPD Annual Conference and Exhibition (ACE). Our panel session – chaired by Senior Programme Manager Leah De Silva – encouraged people professionals to explore how inclusive workplace practices can transform the lives of individuals with convictions, reduce reoffending rates, and help organisations unlock a loyal and motivated talent pool.

Understanding the opportunity

With over 85,000 people currently in UK prisons, there is an urgent need for businesses to play a role in breaking the cycle of reoffending. Leah highlighted the Trust’s commitment to supporting individuals with barriers to work and invited the panellists to share their perspectives.

Dan Cooper painted a picture of prison, explaining how they are microcosms of society, with skill sets that reflect all of the roles found in life beyond the gates. He went on to explain how training programmes in prisons – ranging from basic literacy to vocational skills and qualifications – are pivotal in building self-esteem stating that ‘training creates a sense of hope, a sense of a possible future.’

He went on to stress that the real change happens when individuals are given opportunities upon release, with three factors being critical to reducing reoffending: having stable accommodation, finding sustainable employment, and being able to build or reignite strong personal relationships.

Rehabilitation in action

Alasdair Jackson spoke passionately about Recycling Lives’ mission to reduce reoffending by providing a support system that bridges the gap between prison and the workplace. He shared a personal story from a previous role about hiring an individual with convictions, who later expressed heartfelt gratitude, saying the job had ‘saved his life.’ This interaction made Alasdair want to support more people and make this kind of difference to them.

Kat Barrett recounted how she initially faced internal resistance when piloting the first ex-offender employment programme at her organisation. By implementing robust frameworks, Wincanton started small – with just five individuals – and saw productivity rates increase by 50% during the initial pilot. Today, their programme spans multiple sites and supports over 100 individuals on Release on Temporary Licence (ROTL) at the site where they ran the original pilot.

When speaking to a person with convictions, Kat recalls her response:

Five takeaways for employers emerged from our session:

• Start small: Begin with a pilot programme to test and refine your approach.
• Collaborate with experts: Partner with organisations like Recycling Lives or St Giles to provide holistic support for both employers and employees.
• Secure buy-in: Ensure leadership is aligned and supportive of inclusive hiring initiatives.
• Maintain confidentiality where appropriate: It’s up to the individual to share their background if they wish with their colleagues.
• Establish clear frameworks: Rigorous processes reassure existing staff and set individuals with convictions up for success.

The panel also addressed practical questions from attendees, discussing the types of roles suited for people with convictions and the importance of ongoing support. They emphasised that hiring individuals with convictions isn’t about lowering standards or hiring ‘cheap labour’ but about giving people a fair opportunity to contribute meaningfully to society and gaining hard working, committed employees in return.

Creating a pathway for change

As our panelists demonstrated, inclusive employment not only transforms lives but also brings tangible benefits to organisations, including enhanced productivity, reduced recruitment costs and greater employee loyalty.

At the CIPD Trust, we believe that people professionals have the power to lead this change. By building inclusive recruitment practices and collaborating with rehabilitation experts, we can create opportunities that break down barriers, rebuild lives and strengthen workplaces. For more practical advice and guidance on recruiting, employing and retaining people with convictions, please download our free guide.

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