The purpose of this paper is to describe the policies that helped Centrica, the international integrated energy organization, to win last year's AARP International Innovative Employer award for non‐US‐based employers who demonstrate practices to help employees aged 50 or over.
The paper outlines initiatives in the areas of recruitment, internal communications, employee development, flexible working and health promotion and protection.
The paper reveals that some 36 percent of Centrica employees are over the age of 40, around 15 percent of the company's graduate intake is made up of mature students, and the removal of the upper age limits for entrance to British Gas apprenticeship schemes has resulted in 30 percent of the apprentice intake being over the age of 24. Details the case of a 57‐year‐old man who, made redundant after 45 years as an engineering manager in the shipping industry, retrained as a British Gas engineer at the age of 59.
The paper highlights how Centrica's business case for diversity is built on two principles: the recognition that valuing diversity is the right thing to do for any organization; and the commercial recognition that it makes good business sense.
The paper contends that the impact of changing demographics and social and technological change makes good diversity management and the creation of an inclusive organization an increasingly important part of sustainable business success.
