This set of five resources was developed to support organisations in the further education and skills sector to understand and apply principles that promote equality within workforce planning and organisational development, with a specific focus on age equality. The resources are intended to be practical and informative, to promote understanding and share learning on approaches taken by others on age equality.

This project focused on retaining older workers as part of the college's strategic workforce and succession planning. Working with trade unions and the board of governors, the college removed the requirement for permanent staff to retire at the default retirement age and agreed flexible working arrangements with individuals wishing to continue working. Succession planning strategies were put in place to strengthen internal capacity and ensure continuity when members of staff retire. As a result the college has retained knowledge and skills in key areas and older workers feel valued.

This project focused on Grantham College's early experience of removing the fixed retirement age. The college's approach has been to improve strategic workforce planning and management; implement a policy review and policy change; introduce a ‘capability procedure’ to the performance management process; and improve communications to line managers. Impacts have included increased workforce flexibility; increased age diversity; retention of key workers who would otherwise have left; and an increase in the number of older workers.

This report was commissioned by the Skills Funding Agency in order to develop evidence on the needs and experiences of LGBT learners in the FE and skills sector. It also presents key findings and recommendations.