As life expectancies stretch towards 100 years, the traditional career map urgently needs a rethink. The over-50s are the fastest-growing group of workers in the UK, increasing by about 300,000 between 2018 and 2019 and rapidly approaching a third of all workers. In the United States, the proportion of over-65 workers has doubled to 20% since 1985 and accounts for 53% of the college-educated workforce. Boomers are starting to think that retiring at 65 — when you may live to 80 or 90 — leaves a little too much time for golf. And that means we need to start redefining the standard career trajectory.
How Companies Can Meet the Needs of a Changing Workforce
Gender and age trends are redefining the “standard” career trajectory.
December 18, 2020
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Summary.
The modern workplace is currently experiencing two intertwined trends: rising life expectancies have extended career trajectories by decades, while improvements in gender equality have led more women to enter the workforce than ever before. What will it take for companies to keep up with these demographic shifts? In this piece, the author offers a three-step plan for companies looking to adapt and support emerging career paths: First, build awareness within the organization around your current situation (and areas for improvement) by tracking both gender and age balance. Second, normalize flexible career path options, such as sabbaticals, parental leaves, and other detours from traditional full-time employment. Finally, make sure that internal and external communications reflect a mindset that recognizes and encourages these options. Ultimately, everyone benefits from greater flexibility and diversity in the workplace — but it’s up to today’s business leaders to ensure we build a work environment that is supportive of these new realities.