SEC Newgate UK becomes age-inclusive accredited employer

SEC Newgate UK, a global communications, advocacy and research group, has become an age-inclusive accredited employer due to its commitment to attract, grow and engage employees over the age of 50.

The accreditation is awarded by 55/Redefined, which uses its R/AGE methodology to look at organisations’ approach to age inclusion. It gives them a R/AGE readiness score based on their talent strategy and culture, employee value proposition, ambition to become more age inclusive, and how they recruit and attract over-50s talent. The methodology also looks at how organisations train employees on age awareness and growth, and how those aged over 50 are engaged, consulted and retained.

SEC Newgate UK received a highly rated readiness score based on an analysis of its employee data, where 36% of its workforce are aged 40 or over, 15% are aged 50 or over, 17% have been employed for more than 10 years, and 16% work part-time hours.

SEC Newgate UK’s next step will be to introduc a reverse mentorship scheme and a dedicated employee resource group for older workers as part of its commitment to age inclusion.

Sign up to our newsletters

Receive news and guidance on a range of HR issues direct to your inbox

OptOut
This field is for validation purposes and should be left unchanged.

Emma Kane, chief executive officer of SEC Newgate UK, said: “Being a fully age-aware and age-inclusive organisation is a key element of our commitment to being a world-class employer, attracting and retaining the very best talent. The most effective teams comprise people bringing different insights and experiences to the table. We are delighted to have our commitment to being a fully age-aware and age-inclusive organisation endorsed through this formal accreditation.”

Suzie Langridge, head of people and culture at SEC Newgate UK, added: “Our culture encourages people to tell us what they want and need from us throughout their career. We’ve been doing a lot of this work organically rather than via formal policies or initiatives. Our focus is now to build on this by formalising our approach and actively seeking to hire more people in the over-50s [age group].”