01Business problem
Organisations struggle to keep experienced employees engaged in the later stages of their careers, and lose valuable expertise and motivation as people approach retirement. On the other side, social-profit organisations look for experienced talent, but rarely have the funds for it.
02Intervention
Co-creation with three large companies: workshops and experience mapping with the people concerned, then a platform of structured, time-bound missions in which employees share their expertise with social-profit organisations while staying employed by their company.
03Role of data & AI
None to speak of: this is people and organisation design. The data is HR data: participation, late-career retention and satisfaction, measured before and after.
04Adoption
Companies run it through their HR and people & culture teams, with internal champions in HR and business leadership, and frame it as part of talent retention and sustainability rather than as a retirement scheme.
05Measurable impact
Higher late-career retention, less knowledge loss and an age-inclusive employer brand; companies shift from managing retirement to designing meaningful late-career experiences, with the people themselves.