by 
When AEA first launched, it was the beginning of the COVID journey. In the same month we incorporated in Texas, our nation witnessed the tragic murder of George Floyd.
The small core team asked ourselves, “Should we wait? Can we even begin to make a difference in the world with all this going on?”
You already know the answer.
We agreed to move forward, using the time to define who we wanted to be, what we needed to put in place, and lay out a strategy. When 2021 rolled around, we stepped onto the platform advocating for workplace age equity “across the age spectrum!”
I’m so glad we didn’t wait. Not only is the U.S. struggling with the same issues as before, but our Nation seems more divided than ever.
Still, in all this uncertainty, we have seen success.
More and more, DEI and HR are waking up to the fact that age IS a critical factor in any talent management strategy and they are taking strides to learn more. The 100 Youtube training videos, most of which are two and a half minutes long, garnered more than 93 hours of viewing.
People are listening.
The Benchmarks
In December, Time Magazine published an article about companies turning to older employees in hopes of holding on to talent longterm. The article highlights some companies as examples. Those companies will become benchmarks for others to follow.
Yes, I do believe people and companies are waking up to practices and behaviors that have led to age bias and discrimination. And I believe they are willing (and want) to be a part of the change. Just like you!
We’re beginning year three and I’m looking forward to continued progress as we work with organizations on eliminating age bias, stereotypes, assumptions, and discrimination in the workplace. The result will be healthier and happier employees and better business outcomes.
If there is any way Age Equity Alliance can support your organization’s age equity journey, don’t hesitate to let us know!
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