What actions are you taking to promote the benefits of employers hiring older workers and having an age diverse staff across London? How are you leading on this within the GLA?

My Academies Programme, launched earlier this year in London’s growth sectors, has also identified older Londoners as a priority group.

In terms of the GLA, our recruitment approach and HR policies are designed to be inclusive and to ensure our workforce reflects London's diversity at all levels in terms of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith or disability. We monitor recruitment by age at application, shortlist and appointment stages, and also monitor and report on the age profile of our workforce in the workforce report. Policies such as the recently introduced Menopause Policy support our aims to have an age diverse staff.

As part of the new No Wrong Door initiative I have invested in four employment and skills integration hubs, located across London’s sub-regions. These will coordinate employment and skills provision to better support Londoners to access the right services to move into good work. Two of the sub-regional partnerships, West London Alliance and Local London, are focused on supporting Londoners over 50 (alongside young Londoners under 25). These two integration hubs collectively span fifteen boroughs across the West, North and East of the capital.

My Academies Programme, launched earlier this year in London’s growth sectors, has also identified older Londoners as a priority group. Each Academy is formed by employer and training provider ‘hub’ partnerships, delivering high quality training, work experience and employment opportunities to support priority groups into good jobs.

In terms of the GLA, our recruitment approach and HR policies are designed to be inclusive and to ensure our workforce reflects London's diversity at all levels in terms of age, gender, gender identity, gender expression, ethnicity, sexual orientation, faith or disability. We monitor recruitment by age at application, shortlist and appointment stages, and also monitor and report on the age profile of our workforce in the workforce report. Policies such as the recently introduced Menopause Policy support our aims to have an age diverse staff.