The Government launched the mission with The Careers & Enterprise Company (CEC) to boost opportunities outside the classroom. It is looking to provide an extra 200,000 work experience opportunities and ensure all 14- to 16-year-olds have exposure to the workplace. Employers can back the mission by making a pledge, which states their intention to create opportunities for young people in this age group.

Employers can get involved in flexible ways and do not need a programme in place before they pledge. CEC will work with each participating employer to identify routes to delivery and develop an achievable plan, taking them from ambition to a suitable delivery model. The National Work Experience Mission Tracker will publish pledges online, showing where in the country opportunities will be available, and the government will celebrate progress and recognise the employers and sectors that have stepped up.

• Pledge your support to the National Mission
• Read the employer FAQs 

The report – 'An age-old problem: What can we do to tackle ageism in PR?' – was conducted by Jenny Manchester MCIPR and sponsored by the CIPR’s PR Research Fund. Through 44 semi-structured interviews with PR professionals across different age groups, sectors, and seniority levels, the study examines how age-related bias manifests in workplace culture, recruitment and retention practices, and attitudes towards older professionals.

The research reveals a range of experiences of age-related bias. Participants described being subjected to age-based comments, excluded from meetings and campaigns, stereotyped as less creative or digitally capable than younger colleagues despite their experience and expertise, and facing assumptions that limited their opportunities.

The research also highlights the intersection of ageism with gender discrimination, noting that women face compounded challenges as they age within the profession, often being excluded from leadership opportunities and facing greater barriers to progression and fair treatment.

To address these issues, the report presents recommendations for creating more age-inclusive workplace cultures, including reforming HR policies and recruitment practices to avoid cementing age bias, implementing flexible working arrangements, and fostering intergenerational collaboration across the industry.

The study is accompanied by a practical checklist for employers, line managers, and individuals, developed with the Centre for Ageing Better, providing starting points for developing age-friendly cultures in PR organisations.  The checklist is part of a more comprehensive Age-friendly culture toolkit aimed at large and small employers developed by the Centre.

• Download the research and checklist.
• Read more CIPR Research Fund reports.
• The Centre for Ageing Better is hosting a webinar presentation on What is an 'Age-friendly Culture' and how do we know if we have one? on 23 September from 13:00-14:00 BST. It covers what shapes an 'Age-friendly workplace culture' and explores the main areas where ageism may show up in your workplace.

Hosted by John Clegg, Internal Communications and Engagement Manager at HR Wallingford, Episode 13 – Winning the War for Talent – is the third instalment in the Engage series dedicated to celebrating the CIPR’s 75th anniversary.

This episode explores what tactics organisations are using to recruit their top talent. It delves into the shift towards hybrid working as the “new normal” post-pandemic and examines the generational differences towards workplace flexibility. The panellists unpack the industry’s struggles with a lack of representation and diversity at both junior and senior levels.

Joining host, John Clegg, for this episode are:

• Christine Yuan, Senior Talent Acquisition Partner, BCW
• Toluwani Omotoye, Communications Coordinator, Global X ETFs

• Listen to the Engage Podcast on Apple, Google or Spotify
• Find out more about the CIPR's Engage Podcast