The UK Government’s drive to get over-50s back to work is well underway, boosted by a £70m investment.
Targeted measures include a boost to skills and better access to training through the sector-based Work Academy Programme, as well as Train and Progress, a new returnerships programme.
It’s estimated that over 380,000 left the workforce following the pandemic, taking a wealth of skills and talent with them.
The exodus is a concern, for the Bank of England - among others - of the view that the rise in economic inactivity among older people could hold back economic growth.
But research we’ve commissioned at Zurich shows that many people aged 50 and over still want to work, but want to work hours and patterns that suit them.
More than a third said they’d consider 'un-retiring' if they could work flexibly and a further 28% said they’d do the same if they could work from home.
There are all sorts of reasons people feel this way. Some are carers and need to look after partners, parents, or in my case, grandchildren. Others want to spend time enjoying hobbies, running small businesses or exploring the world.
But despite this demand for flexible work, most advertisements for new roles fail to offer any sort of flexibility at all.
If employers addressed this, they would unlock a whole pool of talent. Experienced workers could enrich their businesses, through a better understanding of their customer base and mentoring future talent.
I started in my current role during the pandemic, following a lengthy career largely in insurance. I love what I do, it’s customer facing and about problem solving. Every claim is different and even after 40 years, each week brings something new.
When my job was advertised, a contact suggested I should apply and to my surprise, I got the job.
I knew I was up against three men and technical roles like mine tend to be male dominated. I also assumed my age would also go against me.
Thankfully, Zurich promotes inclusivity, valuing skills and experience. It also has an established flexible working advocate which means I’m able to pursue my career and at the same time balance life outside of work.
I compress my working hours so that I can spend a day each week looking after my two year-old granddaughter Izzy. We go on special trips and I enjoy all the things with her that I was too busy to notice with my own kids. I get the best of both worlds.
As well as flexibility at work, I’m trusted and empowered to get on with my job. When I think about my own role and the qualities I bring to it, I think life experience is hugely important. It helps me to build relationships with customers and communicate with them effectively.
Sometimes I need to convey bad news, which I think gets easier with age – I’m more relaxed and empathetic. I guess I’ve seen everything from a claims perspective.
In terms of advice for experienced workers over 50 and who are looking for new opportunities, I’d start by writing a list of all your skills – you will be surprised at what you can bring to the table.
This doesn’t have to relate to work and should also include mistakes you've made and what you learned as a result. We all hold so many transferable skills, and these can’t always be taught.
Employers absolutely need to invest in the talent of the future, but it’s also vital to spot and continue nurturing the talent under our noses – regardless of age.
Gillian Perry is a Glasgow-based major and complex loss manager at Zurich UK
