Why can't we work into our 80s like business leaders?

The 2025 State of Independence study confirms what millions of workers already feel: 86% of independents say they are happier, 78% report feeling healthier, and 67% feel more secure. This research shows independence is more than a job choice. It is a path to wellbeing, autonomy, and a work experience that aligns with personal goals and lifestyle. Tapping into the independent workforce means engaging people who bring energy, focus, and resilience to every project. DOWNLOAD THE STUDY: https://lnkd.in/gpS3Sua7 #IndependentWork #FutureOfWork #WorkLifeBalance #HappinessAtWork #stateofindependence

I’ve worked jobs where boundaries didn’t exist—late nights, skipped meals, constant emails—and it was exhausting. The recent NYT piece on gender and work reminded me that workers don’t just want flexibility—they need predictable hours and clear stop times so life outside work can actually exist, especially for parents. “Greedy work” and unpredictable schedules push talent, particularly women, out of the workforce, while industries like healthcare show that long hours are sustainable when structured and predictable. Boundaries aren’t perks—they’re essential. How have clear—or unclear—boundaries shaped your work and well-being? https://lnkd.in/eyEXT3cv #WorkLifeBalance #WomenAtWork #Leadership #GenderEquity #FutureOfWork

Discover why the biggest challenge in today’s workplace isn’t ageing – it’s ageism. In this thought-provoking piece from our friends at @ageing-without-limits the myth that age is a disadvantage to productivity is debunked, highlighting the unique strengths that come with experience and how multigenerational teams drive innovation. Key points made in the article... - Ageism, not ageing, is the real issue holding workplaces back, affecting both older and younger people. - Older workers bring invaluable skills: deeper expertise, broad perspective, creative power, resilience, and social acumen. - Age should be removed as a barrier in recruitment, training, and development; embracing all ages boosts business success. - Working together, people of all generations spark greater innovation and productivity. -The best approach? Be proud of your experience, own your age, and help build workplaces where everyone belongs. Read the full article to learn how we can tackle age bias and make the most of every generation at work...... https://lnkd.in/egXaadiN

Gooood Moooorning, TO! New research shows how work-from-home (WFH) policies are reshaping the “motherhood penalty," the long-term disadvantage women face in pay and promotions after having children. 📌 Key findings: 🔹WFH helps mothers return earlier and more fully to work, narrowing gaps in employment. 🔹But remote work also risks missed promotions, reduced visibility, and career stagnation if only women take up the option. 🔹Hybrid equity matters: policies should apply consistently across teams to avoid reinforcing inequities. 🔹💸 The motherhood penalty remains severe: University of Toronto research shows a 34% earnings penalty 10 years after a first child. 🔹Women with lower education levels or multiple children face even steeper disadvantages. As RTO mandates grow, economists warn employers to tread carefully. With AI becoming more of a presence in workplaces, many jobs that are traditionally more WFH friendly may disappear, replaced by more team-based, in-person, less flexible roles impacting women's labour force participation. WFH can reduce barriers, but only if designed to support equity and long-term career growth. Details here 👉🔗https://ow.ly/oA7o50X5M0i #TorontoJobs #LabourMarket #FutureOfWork #GenderEquity #WorkFromHome #CDNEconomy

Rethinking “Older Workers”: Why Experience Still Matters Australia’s workforce is changing — and so should our definition of “older.” With 40% of Australians projected to be over 55 by 2050, employers who overlook mature-age talent could be missing a major opportunity. Despite ongoing skill shortages, many organisations still see workers in their 50s as “too old.” Yet research shows no difference in performance between older and younger employees. In fact, mature-age professionals often bring the reliability, problem-solving ability, and emotional intelligence that businesses need most. The Missed Opportunity When employers hesitate to hire or retain older workers, they narrow their talent pool and lose decades of experience. These are people who’ve navigated change, led teams, and adapted to new technologies — and they’re often just entering another productive career stage. Excluding them can also discourage applications before they even start. A truly inclusive hiring approach focuses on attitude, aptitude, and contribution — not age. Why Age Diversity Makes Business Sense Intergenerational teams are proven to be more creative, engaged, and effective problem-solvers. Mature employees mentor younger staff, stabilise culture, and strengthen retention. There’s also a clear commercial benefit — Australians aged 50+ drive half of all consumer spending. Building teams that reflect this demographic supports both business growth and customer connection. How to Create an Age-Inclusive Culture A few practical steps can make a big difference: - Use age-neutral language in job ads. - Offer flexible or part-time options for lifestyle balance. - Encourage lifelong learning and digital upskilling for all ages. - Promote mentoring and knowledge-sharing between generations. When you focus on capability and contribution, you tap into the full spectrum of experience — and strengthen your workforce for the future. Final Thought Mature-age workers aren’t winding down — they’re evolving. Rethinking “older” means recognising that experience is an asset, not a limitation. For Australian employers, the question isn’t whether we can afford to hire older workers — it’s whether we can afford not to. #HRonHand #AgeDiversity #InclusiveWorkplaces #Recruitment #EmployeeEngagement #MatureAgeWorkers #FutureOfWork

The Rise of Senior Talent: A New Global Work Era. The OECD Employment Outlook 2025 sends a clear message: the future of work will be multigenerational — and driven by experience. Far from stepping aside, people over 55 are redefining the very concept of employment, entrepreneurship, and longevity at work. According to the OECD, employment among workers aged 55–64 has reached record levels across developed economies. In the United States, 57% of those aged 60–64 remain active in the workforce, and an impressive 32% of those aged 65 and over continue working. Nearly three in ten people in their seventies are self-employed — proof that the desire to create, contribute, and remain relevant does not fade with age.

The Rise of Senior Talent: A New Global Work Era. The OECD Employment Outlook 2025 sends a clear message: the future of work will be multigenerational — and driven by experience. Far from stepping aside, people over 55 are redefining the very concept of employment, entrepreneurship, and longevity at work. According to the OECD, employment among workers aged 55–64 has reached record levels across developed economies. In the United States, 57% of those aged 60–64 remain active in the workforce, and an impressive 32% of those aged 65 and over continue working. Nearly three in ten people in their seventies are self-employed — proof that the desire to create, contribute, and remain relevant does not fade with age.

The Rise of Senior Talent: A New Global Work Era. The OECD Employment Outlook 2025 sends a clear message: the future of work will be multigenerational — and driven by experience. Far from stepping aside, people over 55 are redefining the very concept of employment, entrepreneurship, and longevity at work. According to the OECD, employment among workers aged 55–64 has reached record levels across developed economies. In the United States, 57% of those aged 60–64 remain active in the workforce, and an impressive 32% of those aged 65 and over continue working. Nearly three in ten people in their seventies are self-employed — proof that the desire to create, contribute, and remain relevant does not fade with age.

Recent UK data from Gallup shows just 10% of UK workers feel truly engaged at work, placing the UK among the lowest in Europe. At Inpulse, we’re taking this as a call to action, not just a cautionary statistic. Here are 3 actions we’re doubling down on to ensure our culture thrives: ☑️ Develop our team: The Inpulse team has been given an allowance which can be put towards professional development and training, on an individual basis. ☑️ Lead with empathy: We will continue with monthly team check-ins and double down on peer shout-outs, so we celebrate our wins, share ideas and discuss openly ☑️ Flexible working: We are retaining our hybrid work model and allowing people to start/finish outside of rigid 9–5:30 to accommodate commutes, childcare, or personal productivity peaks. What initiatives are you taking to boost engagement in your business? Comment below! #WorkplaceCulture #Feedback #EmployeeEngagement #Tips

As I return from several months of parental leave this New York Times opinion piece about how to make workplaces more sustainable for working moms - and in fact, more sustainable for all workers - resonates. People crave work/life balance and the structures that make it attainable. To put it simply - people have, need and want a life outside of work. A good read for managers and executives in positions with power to shape the culture of their workplace and think of how best to retain top talent. #Worklifebalance #workculture