We’re living longer than ever before. Advances in healthcare, technology, and quality of life mean it’s not uncommon to see people in their seventies who are healthier and more energetic than those in their forties a generation ago. And yet, the workplace hasn’t caught up.
Ageism remains one of the last “acceptable” biases in professional life. People in their fifties and sixties often find themselves sidelined, struggling to land interviews, or pressured into retirement long before they’re ready — even as economies face labour shortages and desperately need experienced workers.
So how do we close this gap? How can older professionals not only stay in the workforce but thrive in it? And what role must employers and governments play in ensuring this growing demographic isn’t left behind?
Why Ageism Persists
Before tackling solutions, it’s worth understanding why ageism persists in the modern workforce:
- Perception of Declining Skills: Employers assume older workers are “behind” on technology or unwilling to learn.
- Cost Concerns: Senior employees may demand higher salaries or benefits.
- Stereotypes About Energy and Adaptability: The myth that younger workers are more creative, agile, or motivated.
- Retirement Culture: Societies historically framed 65 as the “end of working life,” even though lifespans — and health spans — have stretched decades beyond.
Ironically, studies show older workers often have higher loyalty, stronger problem-solving skills, and deeper institutional knowledge. In other words: the very things workplaces need.
The Upskilling Imperative
For workers over 55, the first step to breaking through age barriers is upskilling. Staying relevant doesn’t mean learning everything — it means learning strategically.
Where to Upskill
- Digital Literacy
- Why: Every industry now integrates digital tools, from scheduling software to AI platforms.
- Where:
- Google Digital Garage (free, practical courses)
- Coursera and edX for structured learning
- Local libraries and community colleges often run beginner-friendly classes
- AI and Productivity Tools
- Why: Employers value candidates who can show they won’t be left behind by automation.
- Where:
- DeepLearning.AI’s AI for Everyone
- LinkedIn Learning: “AI Productivity Tools for Business Professionals”
- Project and People Management
- Why: These human-centric skills remain essential across industries.
- Where:
- PRINCE2 certification (UK)
- PMI Project Management Professional (US/global)
- Healthcare and Social Care Skills
- Why: Growing demand, people-focused, less age-biased.
- Where:
- National vocational qualifications (NVQs)
- Community colleges or online caregiving certifications
- Green Economy Skills
- Why: Renewable energy, conservation, and sustainability are expanding.
- Where:
- FutureLearn: Sustainability courses
- Trade programmes for solar panel installation or environmental management
What to Say: Reframing the Narrative
Older job seekers often undersell themselves. The trick is to own your strengths while demonstrating adaptability. Here are some approaches:
- Emphasise experience as an asset:
“I’ve spent 30 years in finance, which means I’ve seen markets rise and crash. That perspective helps me anticipate risk in ways a spreadsheet can’t.” - Show you’re keeping up with technology:
“I’ve recently completed a course in data analytics and now use tools like Power BI to track metrics. It’s exciting to combine my years of strategic insight with new technologies.” - Frame stability as a benefit:
“I’m not looking for a stepping-stone. I want to invest in a team long-term, which means consistency and loyalty for the company.” - Demonstrate adaptability:
Share a story about learning a new system, adapting to remote work, or mentoring younger colleagues.
Staying in the Workforce: Practical Steps
- Network Laterally and Downward, Not Just Upward
Many older workers stick to traditional networks. But younger professionals can be allies. Engage with them — mentorship can open doors both ways. - Consider Part-Time or Portfolio Careers
Flexibility can sometimes be the bridge back into full-time work. Contracting, consultancy, or interim roles often lead to permanent opportunities. - Freelancing and Entrepreneurship
Platforms like Upwork, Fiverr, or local consultancy networks allow older professionals to monetise their skills without gatekeepers. - Volunteer to Stay Relevant
Offering expertise to charities or boards keeps skills sharp, grows networks, and fills résumé gaps.
Industries Friendly to Older Workers
While some industries have entrenched ageism, others naturally value maturity, patience, and reliability.
Healthcare and Social Care – Demand is exploding. Life experience is an asset in care roles, counselling, and patient advocacy.
Education and Training – Tutoring, lecturing, and corporate training value subject mastery and communication skills.
Nonprofits and Community Services – Boards, advocacy groups, and charities often welcome older workers’ skills and networks.
Skilled Trades – Plumbing, carpentry, and electrical work continue to be valued. Many clients even prefer experienced professionals.
Hospitality and Tourism – Front-of-house roles often benefit from older workers’ interpersonal skills.
Green and Climate Sectors – From renewable energy to sustainable agriculture, the workforce is diverse and welcoming.
What Employers Can Do
If companies want to retain talent and remain inclusive, they must tackle ageism directly:
- Flexible Work Options
Many older workers don’t want to retire; they want flexibility. Part-time roles, job shares, or phased retirements keep valuable employees engaged. - Age-Inclusive Recruitment
- Remove age-biased language (“digital native”)
- Avoid filtering by graduation date
- Showcase older employees in company branding
- Lifelong Learning Opportunities
Training shouldn’t stop at 40. Employers should offer reskilling support to all staff. - Reverse Mentoring Programmes
Pair younger employees with older ones for mutual learning. This combats stereotypes and builds cohesion.
What Governments Can Do
As populations age, governments can’t afford to let millions of willing workers sit idle. Some interventions include:
- Tax Incentives for companies hiring or retaining workers over 55
- Public Reskilling Programmes tailored to mature workers
- Campaigns Against Ageism similar to those around gender or disability inclusion
- Pension Flexibility allowing people to combine part-time work with partial pension drawdown
- Support for Entrepreneurship including grants for 55+ startups
A Personal Reflection: Work as Identity
For many, work isn’t just about income — it’s about identity, purpose, and belonging. Ageism doesn’t just deny people jobs; it denies them dignity.
I’ve spoken to professionals in their late 50s who stopped applying after dozens of silent rejections, convinced they were “too old.” Yet I’ve also seen others reinvent themselves, launching consultancies, joining charities, or even training in completely new fields.
The difference wasn’t age. It was mindset and support.
If society sees 55+ workers as a “burden,” we miss out on an incredible asset: people who have decades of resilience, perspective, and knowledge to share.
Conclusion: Building a Truly Age-Inclusive Future
Future-proofing work isn’t only about preparing for AI or automation. It’s also about reimagining the workforce so that people of all ages can contribute meaningfully.
For older workers, the path is clear but not easy: keep learning, reframe your story, and seek industries that value experience. For employers, it’s about dismantling lazy stereotypes and embracing flexibility. And for governments, it’s about policy that matches reality: people live longer, so they should work longer too.
Ageism is not inevitable. It’s a choice. And if we choose differently — as workers, leaders, and societies — we can build a world where experience is honoured, longevity is celebrated, and work truly belongs to everyone.
