The UK's grey workforce faces a pressing problem: despite a growing number of older individuals, the employment rate for those aged 55-64 is declining. According to ONS data, this trend contrasts starkly with comparable countries where employment rates in this age group are rising. A key challenge lies ahead for UK policymakers: how to unlock the potential of an ageing population and ensure older workers remain engaged in the labour market.
Professor Alan Walker, Emeritus Professor of Social Policy and Social Gerontology at the University of Sheffield, believes that tackling this issue requires a three-pronged approach. Firstly, he highlights the need for robust public health initiatives to prevent ill-health and disability among older adults. This is crucial, as good health underpins sustained social and economic engagement.
Secondly, Professor Walker advocates for a national effort to combat age discrimination. This can manifest in hiring practices, career progression opportunities, and even subtle biases that sideline experienced workers from the workforce. Tackling this would necessitate policy changes, employer education, and potentially stronger enforcement mechanisms.
Lastly, he proposes generous provision of lifelong learning and reskilling opportunities to ensure older workers adapt to changing economic demands. As industries evolve and job roles transform, access to training is vital for continued employability. This could involve government-backed schemes or incentives for employers to invest in their older workforce.
Professor Walker's comments implicitly suggest that the UK can learn from other nations, such as those in Scandinavia where extensive public childcare provisions were introduced to promote gender equality in the labour market – rather than solely focusing on boosting birth rates. By taking a more comprehensive approach, policymakers may be able to unlock the full potential of an ageing population and mitigate the risks associated with demographic change.