Mike Mansfield (He/Him)

Chief Executive Officer, ProAge

About Mike Mansfield

Mike is the CEO of ProAge. He is a seasoned thought leader on the topics of longevity, age-inclusion and multigenerational workplaces. ProAge is a UK charity dedicated to creating age-inclusive workplaces and high-performing multigenerational teams. The focus of Mike’s thought leadership work has been on building solidarity between stakeholders to create sustainable solutions that are inclusive of vulnerable groups where no one is left behind. Mike has been responsible for the establishment of the Aegon Center for Longevity and Retirement, a collaboration of experts assembled by Aegon with representation from Europe, the Americas, and Asia. While working at Aegon, Mike authored and published 13 reports on retirement security with insights and recommendations for governments, employers and individuals internationally. He also developed and piloted the Silver Starters program to help people age 50+ understand if entrepreneurship is something for them and help them start their own business. Mike worked at Aegon for 18 years, previously holding roles as Sustainability Officer and Group Internal Auditor. Prior to working for Aegon, Mike worked for PwC and Wells Fargo Bank. Pro bono has included workshops for BraveStarts, and a volunteer for a local animal shelter. Mike is based in Amsterdam, is originally from Dublin, Ireland and has worked in San Francisco, USA

Stakeholder Group

NGO/Civil Society

Intro Content

Education & Skills Finance Income Inequality Intergenerational Solidarity

Redefining the Journey: In economically uncertain times, older workers need more options

Helping people aged 50-64 become economically active again is a win for everyone. The first step in making this happen is to develop more age-inclusive labour practices: if older workers can make the choices that are right for them, people of all ages can thrive. Banner: Courtesy of Cottonbro Studio

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Recent Comments

Jan 31, 2023

The transversal skills you mention are often skills that older workers have in abundance based on their work and life experience. Finding ways to encourage this group of workers to stay in the labour market is a win win both for employers and employees. It would be interesting to see how other language in job adverts that may put off older workers from applying like: 'high energy', 'dynamic' and in so doing prevent companies from accessing the skills they need.