With five generations working side by side, it’s more important than ever to be aware of unconscious (or conscious) age bias in the workforce. And there are additional reasons to include age as an element in your diversity initiatives. Building a multigenerational workforce yields a stronger pipeline of talent, protects business continuity and taps into new resources to address labor shortages. You will learn best practices for attracting, hiring and retaining workers over 50 to cultivate a multigenerational workforce. The combination of looming labor shortages and the aging of the workforce mean that organizations need to think outside the box when it comes to attracting and retaining great talent. In this session, you will:
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Jean Setzfand
vice president of Financial Security
AARP
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Jean C. Setzfand is the Senior Vice President of AARP Programs that produces interactive educational programming designed to address Health, Wealth and Personal Enrichment concerns for consumers 50 and over. Additionally, Programs drives towns, counties and cities to be more livable for all ages through educational programming aimed at local leaders, policy makers, planners and citizen activists.
In addition to her work at AARP, Ms. Setzfand serves on the Securities and Exchange Commission’s (SEC) Investor Advisory Committee and the Advisory Committee on Seniors for the North American Securities Administrators Association (NASAA).
Ms. Setzfand has been with AARP since 2002. Prior to joining AARP, she worked as a strategic management consultant serving domestic and international financial services institutions. She holds a B.A. in Economics from the University of Pennsylvania and an M.B.A. in Finance from the University of Chicago’s Booth School of Business.