In a significant step forward, we've proudly signed the Age-Friendly Employer Pledge with the Centre for Ageing Better. This commitment marks more than just a pledge - it's a promise to shape workplaces where professionals of all ages, particularly those aged 50 and over, can thrive and contribute meaningfully.

Engineering firms, long driven by innovation and progress, must now turn their focus to one of the most transformative shifts in the labour market: age diversity.

Why Age Inclusivity Matters in Engineering

By 2030, 50% of UK adults will be aged 50 or over, a seismic demographic shift that requires a rethinking of recruitment and retention strategies. Engineering, like many sectors, faces a talent shortage, and overlooking older professionals only exacerbates the problem.

Traditional perceptions often view ageing as a decline in potential. But the reality is that experienced professionals bring valuable skills, mentorship capabilities, and deep institutional knowledge.

1. Adopt Age-Inclusive Recruitment Practices

To build an age-diverse engineering workforce, start at the source: hiring.

• Write inclusive job descriptions: Avoid language like “young and dynamic” or “recent graduate preferred.” Instead, focus on skills and competencies.
• Advertise roles on platforms targeted at over-50s: Partner with organisations that specialise in older workers, like Rest Less or Age Diversity Network.
• Use age-blind application processes: Mask dates of graduation and early employment history to reduce unconscious bias.

2. Leverage the Experience of Older Engineers

Many engineering firms focus on early-career development but overlook the benefits of retaining and empowering seasoned professionals.

• Create mentorship programs where older engineers share knowledge with younger colleagues.
• Offer project leadership roles to senior professionals, tapping into their expertise without the intensity of hands-on design work.
• Recognise achievements and contributions of older staff through internal awards or spotlights.

Dis you know? Age-inclusive companies often see greater knowledge retention and fewer costly errors due to experienced oversight.

3. Provide Flexible Work Options

Older employees may have different lifestyle needs. Offering flexible work arrangements is a key factor in retention and engagement.

• Part-time roles, consultancy contracts, or phased retirement plans enable experienced professionals to stay in the workforce longer.
• Invest in ergonomic assessments and adaptive tech for workers who may have specific physical requirements.

Did you know? Research shows that flexible work policies can boost retention by up to 20% among older workers.

4. Rethink Workforce Planning

Engineering firms must plan for the future by building age diversity into their talent strategy.

• Conduct age audits to understand workforce demographics and plan for succession.
• Align your diversity and inclusion policies with age-friendly goals.
• Include age as a key pillar in your DEI strategy, not just a footnote.

Future-proofing engineering firms means acknowledging that a multigenerational workforce drives innovation and resilience.

5. Promote a Culture That Celebrates Age

Age-friendly workplaces thrive when there's a cultural commitment at every level.

• Train hiring managers and leaders to recognise and eliminate age bias.
• Share internal success stories of employees over 50 to reshape narratives.
• Encourage intergenerational collaboration through team-building and project pairing.

A company culture that values every stage of life is one that retains its best talent longer—and performs better as a result.

Our Mission

As engineering evolves to meet the challenges of tomorrow, age inclusivity isn't just ethical – It's essential. At Alexander Associates, our Talent Advisory services help engineering firms navigate the changing landscape with strategies that build resilient, diverse, and future-ready teams.

By embracing older professionals, you're not only addressing talent gaps – You're enriching your organisation with depth, wisdom, and long-term sustainability.

Contact us today to learn how your business can become a leader in age-inclusive workforce planning.

recruit@alexander-assoc.co.uk

01959 562 572