I was reminded of how much things have changed in the 30 years or so since I started working life by the experiences of one of our colleagues in our regular monthly get-together.
From new joiners and old hands to the latest products and established services, this virtual update has become a mainstay of our business, especially during the pandemic.
But it’s not just spreadsheets and sales pipelines. Over the past few months team members have compèred sessions devoted to everything from mental health to diversity.
It was this last theme which prompted this post. A female colleague talked about how the financial services industry had changed in her – and my – time (we are roughly the same age).
Looking back, she said, to the 1980s, fondly painted as a time of empowerment for women in the workplace, one memory suggested it was anything but.
On Friday afternoon, the male employees for the company she then worked for (not us) would go out for lunch to the pub and not return. Not only that but they would instruct their female co-workers to staff the office in their absence.
Then, at the end of office hours - five o’clock back then - the phone would ring with a message to join the gents at the saloon bar in which they had spent much of the day.
It was just one anecdote which helped bring the diversity and inclusion policies we now practise to life. She thought nothing of it at the time but could now scarcely believe that (a) she didn’t question it and that (b) nor did anyone else.
Those of you for whom this sounds like something out of time-travelling police drama Life on Mars (modern detective John Simm is transported back to the police force of the early ‘80s from the noughties), you’re not far off.
So if we’re changing amid a changing world, shouldn’t the services we offer be underpinned by that ethos?
We’ve worked hard to create a more inclusive workplace. When a company like ours puts in place a culture that works for everyone, any barriers that do exist, unconscious or otherwise, can be overcome to secure more growth and expansion. And that’s a culture that better reflects the clients with whom it does business.
It’s about taking a fresh approach. It’s something we strive to do in every interaction with clients.
And one in particular: helping employers to provide cut-through conversational information to their employees about every aspect of retiring. It’s one of our central services and just one way we demonstrate that approaching a conventional workplace task in a different way can be really effective.
We’ve found there’s a real demand for support on how to provide meaningful tools to your workforce about what retirement really means in an original and engaging way. Our team has built Aspire to Retire to help business leaders with this important area.
Our team is eager to tell you more about how we can put in place a practical, cost-effective process for your organisation that’s fit for the 21st century, not the 1980s.
Why is retirement planning seemingly so hard to get right?
Aspire to Retire's mission is to help everyone leave the workplace when they want, how they want and to enjoy fulfilled lives in retirement, free from financial stress. Join our webinar to find out how we do it.