With the increase in lifespan and healthy years, the majority of people retired at 60 feel that there is still 10-15 years of fruitful work life left to keep themselves engaged and economically sustainable. These people are looking at job profiles which are comparatively less gruelling and at an advisory and directional level. These people can be an asset to organisations who are looking for people with experience and to add diversity to their age profile. This would lead to a healthy environment to foster an atmosphere of experience and knowledge, as well as youthful energy and eagerness to learn from peers in an age-diverse workplace.

There are many benefits of having age-diversity at workplaces.

• Employees with more experience can pass on their expertise and experiences to newer employees.
• Internally, age-diverse teams encourage each other to employ approaches and cognitive processes that are not necessarily common to one age group, this promotes innovation.
• There is a higher degree of team productivity in a mixed-age workforce, not just a boost for individual employees.
• Because of the relatively lesser probability of change among senior employees, age-diverse workplaces can minimize overall employee turnover rates.

People above the age of 60 years after their well played first innings are sitting on a trove of experience and knowledge in the sector of their work. To have them around adds a humongous amount of value to process and quality. QSS Global has already moved up on this path of onboarding senior leaders in their second innings in advisory and executive capacity and is looking forward to adding a few more to its advisory panel.

Returning back to work after a career break to raise a family or for other reasons can seem like a daunting task. In these circumstances, many women are concerned that their time away will negatively impact their candidature.

Most women face unequal pay, followed by a lack of career growth chances and professional development options upon returning to work. Firms should take a top-down approach to these concerns to ensure that recruiting managers and returning women see career gaps as opportunities rather than impediments. 

With the demand for highly trained professionals growing, firms are focusing their efforts on attracting and maintaining highly skilled women professionals who have left the workforce. Returning women are no longer a token gesture; they are a commercial necessity.

• Job experience or specific skills are the biggest benefits returning women bring to the workplace. 
• Women in this pool often have strong educational credentials, significant work experience, a high energy level, and unbeatable enthusiasm about returning to work precisely because they’ve been away from it for a while. They just can’t wait to get back. Hiring managers should effectively recognize and leverage on these benefits.

We at QSS Global fully support their cause and never discriminate in our own hiring processes, in fact we facilitate their on-boarding process. We have customised intake options to suit the needs of women making a comeback as QSS Global empathises with their mindset and inertia and their surrounding ecosystem.