What counts: age or suitability?

Age is just a label

The generation gap is as old as time. We’ve all grown up in a specific period, and that period has made us who we are. At the same time, each of us is unique, with our own individual characteristics. Despite this, we judge each other primarily in terms of age rather than looking at the actual person. This leads to polarisation and other obstructive emotions, whereas we want - and need - to move forward together.

Your contribution counts, whatever your age

The age at which you are considered ‘old’ has risen significantly over time. We’re all living longer and remaining fitter. The statutory retirement age has also gone up as a result. It’s odd, then, to say that older colleagues are less valuable because of their age, which is why we need to concentrate on your talents and your contributions.

Customers see the benefits

We need to start by throwing a few stigmas overboard: such as that older employees don’t want to learn new skills, are always off sick, are fixed in their ways and hate anything new. All of which is of course nonsense: these are all preconceptions. Older people are perfectly able to learn new things; they just prefer to focus on relevance and want to apply what they’ve learned straightaway. And what about being off sick all the time? In fact, over-55s are less frequently off work than other groups. When it comes to health, a person’s lifestyle is a far bigger factor than their age. And a good or bad lifestyle can apply to anyone of any age. What’s more, our customers often find older staff more satisfying to deal with: they are more empathetic, more patient and have better communication skills.

Natural brain drain

ABN AMRO’s policy on diversity and inclusion focuses on how different generations can strengthen each other. This is very important, since in the coming years more babyboomers and generation X employees will be leaving the organisation than young people joining it and taking with them a great deal of knowledge. So we think it's important to supervise and support this large cohort as they near the end of their careers. This will enable them to retire and enjoy their pension with a sense of achievement. They will also have transferred their knowledge more effectively to the next generations. This isn’t only vital for ABN AMRO's continuity, it's also a gesture of appreciation for all that our outgoing colleagues have done for us.

A focus on everyone

In addition to older employees, older customers can also be less resilient. We’re therefore doing a great deal to promote and extend their financial independence. So although digitalisation is leading to the closure of branches, our senior citizens programme offers alternative forms of personal contact, such as financial assistance from a financial coach or the Senior Citizens Line via telephone. At the other end of the spectrum, we inform young people about money-laundering and other forms of fraud for which they are particular targets. As a bank, we want to connect with all generations. By understanding their situation, we can often give them assistance early on.