A significant portion of employees over 55 in the UK are being excluded from skills training opportunities, impacting their ability to thrive in modern workplaces.
- Research shows over half of employees aged 55+ haven’t received training in management or leadership, compared to a majority of younger workers who have.
- Technical skills training, especially in digital tools, is lacking for those over 55, with more than half missing out compared to a smaller percentage of younger colleagues.
- There is a notable gap in ‘human’ management skills training such as empathy and emotional intelligence for older workers, leaving them underprepared compared to younger groups.
- The need for continuous learning is critical for over 55s to remain competitive in the workforce, yet many face barriers to accessing necessary training.
In the UK, organizations are missing out on the chance to fully engage their older employees. With one-third of UK workers over the age of 50, this demographic is often overlooked in the realm of workplace skills training. This oversight hinders their ability to adapt to rapidly evolving job requirements.
According to recent research, a disparity exists in management training opportunities, with over 55s receiving significantly less management or leadership training than their younger counterparts. Currently, two-thirds of workers aged 23 to 38 have access to such training, compared to less than half of their older colleagues. This lack of training can undermine the capabilities of the older workforce.
Similarly, technical skills training in areas such as digital tools remains insufficient for those over 55. More than half of this age group have not received relevant training in the past year, which contrasts sharply with the younger demographic aged 18 to 25, where only 27% reported a lack of such training. This gap can significantly impact older employees’ ability to perform in tech-centric workplaces.
Moreover, training in ‘human’ management skills like empathy and emotional intelligence is disproportionately inaccessible to the older workforce. While only 25% of workers over 55 have received training in these critical areas, the average for all age groups stands at 39%. This shortage can affect workplace dynamics and the ability of older workers to lead effectively.
The value older employees place on professional development is evident, yet they face challenges in maintaining confidence in their skills. Over half of those over 55 consider professional growth essential to their job continuity, yet about 19% feel insecure about their skills in pursuing new career opportunities. In contrast, a mere 8% of workers under 55 share this concern, highlighting a critical confidence gap in the workforce.
James Kelly, co-founder and CEO of Corndel, emphasizes the importance of equitable access to training: “Skills power people and power organizations. Without providing access to adequate training opportunities, we are not allowing this group of the workforce to thrive.” The call for a culture of continuous learning echoes through Kelly’s words, urging all employees, regardless of age, to have opportunities to enhance and acquire new skills.
A case study highlights Robin Razzell, a Data Analyst at Mitie Energy, who underscores the necessity of lifelong learning. Razzell warns that remaining relevant requires upskilling, regardless of one’s age, as the workplace environment rapidly evolves. Corndel’s ‘AI Fundamentals’ program exemplifies a step toward inclusive education, offering foundational AI knowledge to support professionals navigating the future landscape.
To harness the full potential of the workforce, UK organizations must address the training inequalities faced by employees over 55, empowering them to contribute meaningfully to modern workplaces.
