/Mature Age Resources
Mature Age Resources 2018-02-13T12:33:05+09:30

At RiseSmart, our mission is to guide and inspire you as you manage your transition programs. Browse through our bookshelf of free client resources – tool kits, research articles and videos to develop or bolster your strategy. If you have questions – please contact us.

Mature age transition resources for HR and people leaders

Channel 7 News – Older Workers

More retirees are going back into the workplace following changes to the pension. Sageco has worked closely with Colonial First State supporting their campaign to employ more mature age workers recognising the value of their life experience.

The NSW Ageing Strategy 2016 – 2020

The NSW State Government highlights its responsibility for facilitating access to Government Services, public spaces, transport, health, social housing and justice. The new strategy engaged federal and local government, stakeholders and individuals to develop the new strategy.

Executive Summary

NSW Ageing Strategy 2016-2020

Fuller Working Lives (UK) – A Partnership Approach

The UK Department for Work & Pensions makes the case for action with this report.

Fuller Working Lives

Mature-age worker engagement

Want your mature-age workers to be engaged and productive? Researchers Carol Kulik, Sanjeewa Perera, and Christina Cregan explain how management practices can engage mature-age workers.

Study Highlights Cost of Ignoring Older Workers

Engage Me: The Mature-Age Worker and Stereotype Threat

The Golden Age index 

How well are OECD economies harnessing the power of an older workforce? This comprehensive PWC report is excellent background material for building your ageing workforce business case. Australia has made a slight improvement, but Israel, Germany and New Zealand have improved in leaps and bounds.

PWC Golden Age Index

The business of ageing – National Seniors vox pop

This four minute interview with National Senior’s Professor Philip Taylor and Sageco CEO, Alison Monroe is an excellent thought starter for your HR team or group of people leaders. Why not show it in your next team meeting?

Investing in Experience Toolkit

The Investing in Experience Tool Kit is a one stop practical guide for employing people over 45 years of age. It provides practical help for your business or organisation to assess the demographics of your workforce, to identify and address potential skill and knowledge gaps, and to recruit and retain experience staff. The kit includes a mature age employment self-assessment tool, action plan template, recruitment tips, check lists, case studies and practical suggestions to retain mature-age staff.

Age Management Toolkit (National Seniors Productive Ageing Centre)

The National Seniors Productive Ageing Centre’s Age Management Toolkit is designed for each employer to tailor the best age management initiatives according to an organisation’s individual strategic goals, its size and age profile. The toolkit comprises evidence-based information, resources, guidelines and good practice examples that have been sourced from a wide range of leading national and international agencies and expert bodies specialising in the fields of employment, management and workforce ageing.

The Sageco – Navigate the ageing workforce animation

The Sageco Navigate People Leaders forum enables us to work with executives, HR and people leaders in a wide cross section of organisations. We use this animation as a discussion starter in every forum.

These videos, research and resources from Mercer provide a sound basis for staring your ageing workforce planning and understanding how Sageco’s transition solutions can embed the change you need.

Envisage – Create your future animation

Envisage – Create your future is Sageco’s flagship program for people in late career. This animation helps you think differently about what late career and retirement has to offer.

Age Action Alliance Toolkit

From the UK, the Employer Toolkit is an interactive resource, offering guidance for managers of older workers.  The information available details how employers can better manage their workforce, and by doing so, how they can capitalise on the changing demographics of the workforce.

The Toolkit includes information relating to  retaining, retraining and recruiting older workers and a range of other topics including legal requirements, knowledge management and flexible working arrangements.

Mature Workers Matter (Aged Care and Community Services Association)

Mature workers matter a great deal. They make up approximately 70% of the sector workforce; without them the sector would be in crisis. Sageco designed this customised online resource for the South Australian Aged Care and Community Services Association. The resource is designed to support organisations to address the critical issue of retaining and keeping workers in good health and free of injury as they age. This resource is particularly useful for organisations with mature age employees whose role has a physical load.

Age positive conversations webinar for people leaders

This webinar was recorded as part of the Sageco Corporate Champions program and features input from Bankstown City Council and Great Lakes Council. The handout –Sageco Navigate+ MAW Conversations is designed to assist people leaders have age positive conversations.

Appreciating value: Measuring the economic and social contributions of mature age Australians

Report from National Seniors with economic analysis of the contribution of mature age Australians. Did you know that the total value of economic and social contributions of mature age Australians using this study’s methodology is estimated at $65.7 billion per annum. You need to supply your email address to download the full report.

Diversity in the ageing workforce: Why older women matter



Sageco was pleased to be published in the prestigious AARP The Journal answering the question on ‘why older women matter’. This article draws on a collaborative research project with Diversity Council Australia.

WGEA Flexibility Toolkit

Providing workplace flexibility is a key component of any mature age strategy. Sageco recommends the WGEA Manager Flexibility Toolkit as an excellent resource to manage flexible working arrangements.

Sageco Exchange – transferring knowledge between workforce generations

This article in HR Daily provides a comprehensive overview of Sageco’s approach to knowledge transfer. You need to be an HR Daily member to download the webcast.

Thinking about retirement from the public sector?

An easy-to-read guide from State Plus for answers to 5 essential super questions for public sector employees.

 Finding the gold in silver hair (NZ)

In a rapidly changing and fast moving world, slow but significant changes like the ageing of the population are easy to overlook. But no organisation – whatever industry it is operating in – can afford to ignore them.

Finding the gold in silver hair

Managing an ageing workforce (NZ)

A Future of Work Programme report in conjunction with the Equal Employment Opportunities Trust

Managing an ageing workforce

Diversity Works (NZ)

Formerly the Equal Employment Opportunity Trust.

Diversity Works NZ

 Mature workers in the labour market (NZ)

Mature workers – those aged 55 and over – are expected to play an increasingly key role in the economy as the number of young people entering the workforce falls.

Stereotypes and Older Workers: The New Zealand Experience

Social prejudice about older people in society is expressed in a variety of discriminatory stereotypes. This paper explores the nature of stereotypes held by a large group of older workers and by employers in New Zealand.

Executive transition for HR and people leaders

An interview with Nan Dow

Nan Dow is Sageco’s Executive Practice lead. This article provides an insight into the philosophy behind Sageco’s approach to Executive transition.

HBP Leading Edge

Sageco’s executive participants have access to the world class Harvard Business Publishing Leading Edge resources.

Harvard Business Review research

A 2013 research article which determines what CEOs really want from coaching.

“You need coaches who are very smart, intuitive about business and interpersonal dynamics, neutral in their assessment (i.e., not captured by their client), and can tailor the training to the individual needs (not a canned approach).”