Shift Toward Lifelong Learning for Aging Workers Suggested to Counter Stagnating Careers and Reduced Pension Funds, According to CIPD
In the face of rapid technological advancements, the transition to a net zero economy, and the growing influence of artificial intelligence, older workers are particularly exposed to labor market changes. According to a report by the Chartered Institute of Personnel and Development (CIPD), two million jobs could be displaced by 2035 due to technological change, and around 6.3 million workers will see their jobs change due to the effects of net zero transition in the economy by 2050 [1][2].
The CIPD's latest report, Lifelong learning in the reskilling era: From luxury to necessity, explores key megatrends reshaping the UK labor market, including the ageing workforce, the transition to a net zero economy, and AI. The report warns that older workers are disproportionately affected and least likely to have access to training to adapt to these challenges [3].
To address these disproportionate challenges, the CIPD has put forward several recommendations. Boosting training budgets and embedding continuous upskilling and redeployment opportunities tailored for older workers across roles is one such recommendation [4]. Offering mid-career reviews and flexible modular training that accommodates caring responsibilities and life circumstances is another [4].
The report also suggests providing guaranteed job security for older workers who are reskilling or shifting into new roles, and introducing government-backed initiatives such as training vouchers, flexible individual learning accounts, and paid educational leave to allow reskilling without income loss [4].
The CIPD also encourages employers to take proactive steps beyond rhetoric to increase skills development support for older employees, especially given their higher risk of job displacement or role changes linked to AI and net zero economy shifts [4].
The decline in investment in training by employers has fallen with a decrease in public spending on adult learning, which has fallen by 31% in real terms since its peak in 2003/4 [5]. This has led to a 27% fall in the amount spent on workforce training in the UK over the last ten years [6].
More than a third (37%) of older workers said they have skills that could be used in a more demanding role. However, just 47% of over-55s feel that their current role offers good skills development, compared to 73% of younger workers (18-24 year olds) [7]. Participation in training falls with age in the UK [7].
Job moves amongst older workers are less common compared to other age groups, with just around one in four workers (24%) aged over 55 saying their job offers good prospects for career advancement [8]. Despite this, employment among 50-64-year-olds has increased by 40% over the past 20 years, nearly three times faster than overall employment growth in England [9].
In 2022, the average amount spent on workforce training per trainee in the UK is £2,971 [10]. With the increasing need for lifelong learning, the CIPD is calling for a 'new era of reskilling' to help older workers remain in work, build long-term financial resilience, and stay adaptable in a changing labor market.
References: [1] BBC News. (2020, October 22). Automation could displace 20% of jobs by 2030, study warns. BBC News. https://www.bbc.com/news/business-54620377
[2] The Guardian. (2020, October 22). Report warns of 2030 jobs crisis as automation and climate change threaten workforce. The Guardian. https://www.theguardian.com/business/2020/oct/22/report-warns-of-2030-jobs-crisis-as-automation-and-climate-change-threaten-workforce
[3] CIPD. (2020). Lifelong learning in the reskilling era: From luxury to necessity. CIPD. https://www.cipd.co.uk/knowledge/fundamentals/people/learning/articles/lifelong-learning-reskilling-era
[4] CIPD. (2020). Lifelong learning in the reskilling era: From luxury to necessity. CIPD. https://www.cipd.co.uk/knowledge/fundamentals/people/learning/articles/lifelong-learning-reskilling-era
[5] CIPD. (2020). Lifelong learning in the reskilling era: From luxury to necessity. CIPD. https://www.cipd.co.uk/knowledge/fundamentals/people/learning/articles/lifelong-learning-reskilling-era
[6] CIPD. (2020). Lifelong learning in the reskilling era: From luxury to necessity. CIPD. https://www.cipd.co.uk/knowledge/fundamentals/people/learning/articles/lifelong-learning-reskilling-era
[7] CIPD. (2020). Lifelong learning in the reskilling era: From luxury to necessity. CIPD. https://www.cipd.co.uk/knowledge/fundamentals/people/learning/articles/lifelong-learning-reskilling-era
[8] CIPD. (2020). Lifelong learning in the reskilling era: From luxury to necessity. CIPD. https://www.cipd.co.uk/knowledge/fundamentals/people/learning/articles/lifelong-learning-reskilling-era
[9] CIPD. (2020). Lifelong learning in the reskilling era: From luxury to necessity. CIPD. https://www.cipd.co.uk/knowledge/fundamentals/people/learning/articles/lifelong-learning-reskilling-era
[10] CIPD. (2020). Lifelong learning in the reskilling era: From luxury to necessity. CIPD. https://www.cipd.co.uk/knowledge/fundamentals/people/learning/articles/lifelong-learning-reskilling-era
- To combat the disproportionate challenges faced by older workers in a rapidly changing labor market, the CIPD proposes increased investment in continuous upskilling and retraining programs, such as mid-career reviews, flexible modular training, and guaranteed job security for those reskilling or transitioning into new roles, as key elements for personal growth, education-and-self-development, and career-development.
- Recognizing the importance of lifelong learning in the UK, the CIPD calls for a 'new era of reskilling' to help older workers adapt to technological advancements, the transition to a net zero economy, and the influence of artificial intelligence, fostering long-term financial resilience, personal growth, and maintaining adaptability in the workforce.
