Longer and More Productive Longevity: Skills, Work Adapations and Other Aspects
At the World Bank Group and La Caixa Foundation conference on Social Protection and Supporting Systems for an Ageing World, experts discussed how lifelong learning, work adaptations, and employer involvement can support older adults in remaining productive in the workforce. Silvia Garcia-Mandico, Tatiana Rowson, and Mike Mansfield each provided insights into how different approaches can help older workers contribute to economic growth and social inclusion.
Silvia Garcia-Mandico: Unlocking the Silver Dividend through Lifelong Learning
Silvia Garcia-Mandico, an economist at the Asian Development Bank, outlined the rapid demographic shifts occurring in Asia, saying the share of older adults will increase across the region from 13.5% in 2022 to 25.2% by 2050. Garcia-Mandico highlighted that many older adults are physically capable of continuing to work but are leaving the workforce due to a lack of access to training and rigid retirement policies. This untapped potential represents a silver dividend—the economic contributions that could be realised if older adults were supported to stay in work.
Lifelong learning is key to unlocking this potential. Garcia-Mandico emphasised that rapid technological changes and the transition to greener economies require continuous upskilling and reskilling for older workers. However, she pointed out that participation in lifelong learning remains low, especially among older adults. In OECD countries, only 40% of adults engage in learning, and the figure is lower for older populations.
She highlighted several successful initiatives, including Singapore’s SkillsFuture programme, which provides individual learning credits and supports mid-career professionals, and Japan’s Silver Human Resource Centres, which offer flexible, part-time work for older adults. While these programmes are promising, Garcia-Mandico stressed that further efforts are needed to promote a culture of lifelong learning and increase participation.
Tatiana Rowson: Fostering Lifelong Learning from a Behavioural Science Perspective
Tatiana Rowson, Associate Professor at Henley Business School, focused on lifelong learning from the perspective of behavioural science, looking specifically at the individual’s role. She debunked the myth that older adults are less capable of learning, explaining that the brain remains adaptable throughout life due to neuroplasticity. This means that biologically, older adults can continue learning and acquiring new skills.
Rowson, however, emphasised the importance of creating an environment that supports learning. She outlined four essential conditions for fostering a lifelong learning culture:
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Understanding the ‘Why’: Rowson introduced the importance of having a clear learning purpose. In the case of lifelong learning this comes in the shape of longevity literacy. According to World Economic Forum (WEF), longevity literacy empowers individuals by educating them about the health, financial, and social implications of longer lives. By understanding future challenges and opportunities that comes with longevity, people are more likely to appreciate the importance of lifelong learning.
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Possessing the Skills and Competencies: Lifelong learning should extend beyond job-related skills to include broader life management skills, such as managing personal resources and setting goals. Rowson argued that these skills help individuals navigate life’s complexities and make informed decisions about learning, life and career choices.
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Instilling the Joy of Learning for Learning’s Sake: Rowson emphasised the importance of promoting learning for personal fulfilment, not just for measurable outcomes or work skills. Encouraging a love of learning can improve people’s relationship with learning and education, reduce anxiety and fear of failure, which opens up new opportunities for self-exploration and personal development.
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Making Learning Manageable and Inclusive: Finally, Rowson advocated for making learning accessible and inclusive. She suggested breaking learning into smaller, manageable tasks, such as micro-learning or micro-credentials, to make it more attainable for individuals who have been out of formal education for some time. She also advocated for more emphasis on multigenerational learning spaces, as a way for people of all ages to learn from each other, while increasing understanding, solidarity and inclusion.
Mike Mansfield: Why Employers Should Invest in Older Workers
Mike Mansfield, CEO of ProAge, spoke about why investing in the training of older workers is not just beneficial – but essential:
Why should employers invest in lifelong learning for their older employees?
Mansfield highlighted the growing proportion of older workers in the labour market, particularly in the UK, where workers aged 50 and over now make up nearly 30% of the workforce. As life expectancy increases and birth rates fall, older workers are becoming an essential part of the labour force.
He also noted that older workers often have longer tenure, and many want or need to work beyond the traditional retirement age. A survey showed that only 27% of UK employees see retirement as a hard stop, with the majority preferring a gradual transition. Investing in the skills of older workers allows businesses to retain their experience and expertise for longer.
What is happening today in terms of training for older workers?
Despite the growing need for training, older workers are less likely to participate in job-related training than their younger counterparts. Mansfield pointed out that ageist stereotypes, which portray older workers as less ambitious or slow to adapt, contribute to this disparity.
These biases limit access to upskilling opportunities, even though research shows that a multigenerational workforce enhances business success. Mansfield stressed the need to challenge these stereotypes and create an age-inclusive culture.
What does good look like in supporting older workers’ development?
Mansfield proposed that employers assess the skills needed for future growth and innovation and identify gaps in their current workforce. He shared the example of Coca Cola Europacific Partners, which set up a Digital Hub at its Wakefield factory to provide digital skills training, initially targeting older workers. This initiative not only improved digital competencies but also supported workers from disadvantaged backgrounds.
Mansfield concluded that investing in older workers is not just an opportunity, but an imperative. Employers who create an age-inclusive culture, provide equal access to training, and address barriers to learning will be better positioned for long-term success.
Conclusion: A Collective Effort for a Longer, More Productive Workforce
The panel agreed that creating longer, more productive working lives requires collaboration between governments, employers, and individuals. Lifelong learning is essential for keeping older workers engaged and active, as well as for promoting social and economic resilience. By fostering continuous learning and age-inclusive environments, societies can unlock the potential of older adults and ensure they continue contributing to the workforce well into the future.