Celebrating Success, Inspiring Others

EFA Award for Best Public Sector – Overall Winner: Office for National Statistics

Currently 45% of the 3,900 ONS staff and 74% of 1,200 field staff are aged 50 and above.  They implemented a no default retirement age policy in advance of the legislation in 2010; offering a ‘positive retirement’ course to all staff above the age of 56. ONS has an open flexi system which gives staff the flexibility to manage and balance their lives, including caring responsibilities.  People engagement survey results showed that 77% of staff believes they achieve a good balance between work and their private life; staff aged 65 and above scored this question 8% higher than other staff.

EFA Award for Best Private Sector – Overall & Innovation Winner: McDonald’s

Over 25,000 employees, ranging from 16-77 years old have taken part in various training and education programmes since 2006 and over 18,000 have obtained accredited qualifications.  83% of employees over 40 are enrolled in training programmes and 34% of employees aged 40+ have achieved nationally accredited qualifications. McDonald’s have had several campaigns to celebrate their older workers, including research in 2009 that showed considerable business benefits from employing those over the age of 60.  In 2010 there was a 25% increase in hires of employees aged 61-90 years.

EFA Award for Best Public Sector – Innovation Winner: Kent County Council Greenhouse

Greenhouse exists because younger staff are a minority group in KCC with only 16.5% of staff aged 30 and under and the turnover of younger staff is higher than other age groups.  Greenhouse works to decrease the sense of isolation that younger staff feel, increase their confidence and skills and provide opportunities for development.  HR managers and the Group Managing Director regularly attend Greenhouse meetings to answer questions about issues young staff have.

EFA & EFB Best Small Organisation (under 1,000 employees) Winner: The Pensions Trust

Financial services and in particular pensions are traditionally seen as a ‘young person’s’ world as people begin their careers in pensions administration and move out of pensions after their 30s.  To reduce this, the Trust worked hard to ensure older workers would want to keep working.  They improved their learning and development programme by, for example replacing the annual appraisal with a one-to-one monthly meeting where employees have a chance to discuss their development needs.  They offer a full flexi-time system, and a range of flexible working opportunities as also offer pre-retirement seminars and a phased approach to retirement.