Avivah’s work is anchored in 20 years of experience across three key pillars of balance: longevity and generations, gender and culture. Her decades of leadership coaching and consulting, backed by quantitative and qualitative research in client companies, have driven Avivah to conclude that companies succeed when they make these issues a leadership skill and responsibility. And only then. Often this requires updating existing diversity approaches to a more strategic prioritisation of talent and market shifts.
The next big demographic shift on the horizon is the longevity revolution, the explosive combination of ageing populations and falling birthrates across the globe. The resulting squeeze on talent pools will require businesses to attract, retain and develop talent of all ages. Companies will want to enable 5-generation workforces to thrive and grow at every stage of ever-longer careers. And leaders will want to become 'longevity fluent.'
The longevity economy is a largely untapped market opportunity. More generationally-balanced workforces will give businesses an edge to more skilfully connect with customers of all ages — including the older demographic with the greatest purchasing power, time and unmet demands.
Finally, the implications of longevity from a purely evolutionary point of view are a fascination for Avivah. Why are humans living so much longer? How do we benefit collectively from this unprecedented moment? How do we craft intergenerational innovation to serve (and perhaps save) the future? What personal transformations take place across life's 4 Quarters — and how do we best prepare for them?
Become 'longevity fluent.' The Longevity Wakeup explains the consequences of the new longevity on customers, teams and careers; plus the strategies needed to create opportunities in this fast changing - and ageing - world.Read More
For The Individual
The Midlife ReThink focuses on individual journeys and is designed to give participants tools, new frameworks and insight to help navigate longer lives and careers - in three transformative online sessions.Read More
Women have earned the majority of university degrees in the US since 1982, but 40 years on, companies still struggle
to leverage the talent and potential of the majority of the talent pool — and to optimise their services and products
for the majority of their evolving markets. Avivah’s perspective? Stop fixing women, stop blaming men and start empowering leaders to lead the change.
Despite current political pendulum swings, the world has never been more globally inter-connected and inter-dependent. Globalising talent pools to reflect key countries' market share and future growth potential remains a work in progress in many organisations, where leadership teams and pipelines are dominated by a single nationality. Strategically balancing a global business takes years - and attention.
Avivah first developed scorecards to anchor her advisory services in hard data and analysis. Her hypothesis: The best measure of corporate progress towards gender-balanced businesses is the make-up of executive top teams. Board membership has received much focus and legislative pressure, but the ultimate evidence of long-term commitment and follow-through is the balance on Executive Committees — the CEO and their direct reports.
20-first’s Gender Scorecard gathers its data based on websites and transparency reports provided by firms listed in the 2021 Fortune Global 500.
The same analytical approach has now been applied to 20-first’s Longevity Scorecard. Information is sourced from three external data sets pertinent to improving life for older people: The OECD Life Expectancy at Birth Index, Numebo’s Health Care Index, and the United Nations’ World Happiness Report), and tracks key factors in to identify the top ten countries with the best longevity management.
With a strong belief that the personal informs professional decisions (and vice versa), Avivah has written in depth about the longevity opportunity and the importance of balance in longer lives — at work and at home.