Category: Tech

Older Workers Are Lagging in Training—And the OECD Says It’s Time to Push Back

In a world where new gadgets and software updates roll out like a weekly pop‑chart hit, a surprising number of seasoned professionals are stuck on the last coolness. According to the Organisation for Economic Co‑Operation and Development (OECD), the workforce is rapidly pivoting toward digital mastery, and those who have been around a bit longer are in danger of being left in the dust.

Why the Problem Matters

• Skills Gap – Older workers can’t keep pace with the new tech, causing job‑placement odds to slip harder.
• Economic Gap – Companies lose potential productivity because they can’t tap into seasoned talent.
• Worry for Well‑Being – Feeling obsolete can lead to stress and lower morale among veterans.

What the OECD Is Suggesting

“We need a whole‑new strategy to help older employees relearn, reboot, and re‑engineer their skill sets,” the report says. Below you’ll find some ideas that make upgrading feel less like a uphill battle and more like a road trip.

1. Micro‑learning – Bite‑size, on‑the‑go tutorials that keep training short and sweet.
2. Mentor‑matched courses – Pair seasoned pros with emerging experts for mutually beneficial learning.
3. Customized pathways – Tailor content based on individual job roles rather than a one‑size‑fits‑all curriculum.
4. Investment in tools – Provide the right tech platforms that are user‑friendly for all age groups.
5. Recognition & Rewards – Celebrate milestones to keep motivation high.

Final Thought

Picture this: a senior engineer learning to code in JavaScript, a retired accountant taking a quick online course on blockchain, or a seasoned customer‑service rep mastering a new chatbot. Learning isn’t a youth‑only sport; it’s a lifelong marathon, and the next lap ought to be fun, rewarding, and absolutely accessible to everyone.

Learning By Road Rather Than The Tower of Pisa? A Look at Adult Education Across the Ages

Picture this: if you’re a hip, 25‑year‑old dancing through the first half of your twenties, you’re probably out there hitting up courses, workshops, or online bootcamps with over 60 % catching the learning wave. But hit the mid‑fifties or fifties‑ten, and that enthusiasm largely drifts away—a 39 % dip at 55–59 and a 31 % plunge by 60–65. The story tells us the trend is clear: past the 45‑year‑old checkpoint, the adult learning “calories” burn off fast.

Formal vs. Informal: The Great Divide

When it comes to chasing nice shiny diplomas, the numbers show that non‑formal learning is the superstar across every age bracket. Older folks, in particular, lean less on formal qualification routes, with a minuscule 1 % of those aged 60–65 actually enrolling in formal training.

Hands‑On, Heart‑On: Learning by Doing

• Just like your favourite recipe, put other people to the test: practicing skills tends to be less loved as you age.
• So, if you’ve never tried learning by doing, it’s not just a trend, it’s an age‑related signal.

Quick Facts To Keep You in the Loop

• 25–29 yrs: >60 % studying.
• 55–59 yrs: 39 % studying.
• 60–65 yrs: 31 % studying.
• Formal training: 1 % at 60–65 years old.
• Learning by doing: The eagerness in this area fades with age.

So the next time you’re tempted to say “I’ll just skip the formal stuff,” think: age might be leaning in the opposite direction. Keep your brain coffee‑stoked, no matter how many candles you’ve lit on the birthday cake!

Curious About Where Europe Keeps Working and Retiring?

• Years at Work: Which European countries shine the brightest in longest average working life?
• Surviving Retirement: Where do older Europeans get their money?

Why do older people take part in learning less?

Why Are Older Adults Skipping the Learning Party?

It turns out that the table is set for a snarky Saturday, not a full‑blown training marathon. A growing number of people over 60 are sidestepping non‑formal learning, and it’s not just because they’re nostalgic for the good old dial‑up days.

Willingness – The Real Gatekeeper

When you ask folks if they’d jump in for a fresh course, the numbers tell a striking story:

• 25–44 yrs: ~60% want to learn – and many get it.
• 60–65 yrs: Only ~37% say they’d love to enroll, and the “would” is often the only word.

So the heart of the issue? A genuine lack of enthusiasm among the silver‑haired crowd.

Truant by Choice

When it comes to actually going through with their desired learning load, the math lines up:

• 25–34 yrs: 28% ended up with less training than they wanted.
• 55–65 yrs: Only 17% hit the same snag.

That shows the youth are hustling more – even if they’re a bit reluctant – whereas older folks are more lazier about their own learning streams.

Time Constraints: Not the Biggest Culprit for the Old

Surprisingly, the clock is kinder to the seniors:

• 55–65 yrs: 7% say time is to blame (“I’m still hustling at work – oh, and family too”).
• 35–44 yrs: 15% claim they can’t keep up – 8% say work, 7% say family.

Bottom line: time is a less snarky hurdle for the older crowd than for the young‑tier. It’s more so the brain, not the wristwatch, that’s the barrier.

What’s Next?

If we truly want our senior citizens to embrace lifelong learning, we’ll have to light a spark in their interests – not just watch the clock tick away.

Large differences across European countries

Learning Goes Awry: Why Older Adults Are Slipping Behind

In every OECD nation—including all the European ones on the list—people aged 55–65 are signing up for non‑formal learning at a noticeably lower rate than the 25–54 crowd. But the story isn’t a one‑size‑fits‑all. The gap, along with how many grandkids train for free online courses, varies wildly from country to country.

Nordic Nations: The Champions of Continued Education

• Norway, Finland and Denmark lead the pack, with nearly 50% of folks in the 55‑65 bracket taking part.
• Sweden isn’t far behind, snagging a solid 43%.

So if you’re in the Nordic zone, you can brag about being in the top training group. Other regions, though… well, they’re a whole other sport.

Europe in Numbers

Across 22 European countries, the average participation is 31.7%. Compare that to the 34.9% average sliding across the whole OECD (29 nations). Not a huge swing, but enough to make you wonder where the difference lies.

The Bottom‑Run Bottoms

• Poland, Slovakia and Hungary are three‑in‑one trailblazers of below 18%.

That’s a steep learning curve for seniors—no pun intended.

England Steals the Spotlight Outside the Nordic Isles

• England tops the non‑formal training rate at 43.5%.
• The Netherlands follows closely with 41.7%.
• And Ireland clocks in at 40.9%.

Europe’s Economic Giants: Mediocre to Modest Mentors

When you look at the five biggest European economies, the results feel like a mixed bag:

• Italy: 18.5% (lowest bound).
• France: 21.7%.
• Germany: 34.9%—a touch above the continent’s average.

In Italy, yes, the age gap between the two groups is smallest (just 8.9 pp), but that hardly means the older crowd is catching up. Their rate is the fourth lowest in Europe.

The Biggest Educational Gap

• Portugal shows a staggering difference of 24.7 pp between its younger and older learners.
• Italy’s gap is the smidgeon smallest at 8.9 pp.

So, while Italy shows the flattest gap, it’s not a triumph for seniors—they’re still falling behind.

What Comes Next?

The numbers tell a clear tale: older adults need a push—whether it’s friendly tech tutorials, community classes, or simple encouragement—to keep up in the learning race. Until then, the big gap will keep widening, … and the older folks might keep being the ones without the newest skills.

Is this a surprise? Not at all

Why Older Workers and Their Employers are Skipping the Training Train

Older folks often think “I don’t have time to learn anything new”, and bosses agree, short‑term payoffs for training just don’t look as shiny when you’re likely to retire soon. That’s the classic economic drag that keeps many from investing in up‑skilling.

Key Takeaways

• Longer training = a looser return for the employer.
• Shorter remaining working life = fewer years to see the benefit.

ManpowerGroup’s Shocking Numbers

In 2023, 75% of employers in 21 European countries found their workers missing the right skill set. That’s a huge gap and a clear sign why training often gets sidelined.

“Continuous learning is essential”

Why Learning Never Gets Old (and Why It Keeps Your Job Alive)

Pawel Adrjan, the brain behind Indeed’s Economic Research, had a big moment on Euronews Business. He was straight up telling people that the only way to stay afloat in the wild, fast‑moving job market is never stop learning. Magic happens when you keep upgrading your skill set, because each new tool or platform is like a fresh power‑up in a video game.

Oldies But Goldies—A CEO’s Secret Weapon

The OECD dropped a truth bomb: older workers can help companies keep the torch burning green. By staying employed longer, they preserve hard‑earned knowledge, boost team productivity, and give the company a steady hand in the stormy sea of tech change.

• Studies show that when senior staff stay on board, companies keep the expertise that can’t be “downloaded” online.
• Businesses that value and train these veterans see less turnover and higher project success rates.
• For workers over 55, this means more than just a paycheck—it’s about purpose and pride in the work.

Time to Rethink the Upskilling Playbook

The experts aren’t just suggesting a vague word. They’re making a firm hand‑shake: “Boost the skills of older workers and give them targeted training programs—no more one‑size‑fits‑all.” Think of it as a custom‑fit suit that matches each person’s strengths and career path.

Why the Race is On

In Europe, a surprising 1 in 3 doctors over the age of 55 is already questioning their future (yes, that’s a real statistic). This trend shows that many professions are feeling the aging wave’s impact.

To keep the talent pipeline smooth, companies should:

• Build mentorship squads that pair young and seasoned talent.
• Offer refresher courses that cover the newest tech stacks.
• Create “learning lanes” inside the workplace—think of them as safe, yet exciting tracks just for employees to hit the rails of new knowledge.

Standing on the Edge of AI: Do You Want That Ladder?

AI is not just a buzzword; it’s the climbing gear for the corporate ladder. By learning to harness AI tools, you gain a competitive edge that makes promotions feel less like luck and more like earned achievements. The key is to stay curious and always ask, “What could I learn today that will make my next role a breeze?”

In short, whether you’re the veteran with a lifetime of experience or the fresh graduate just starting out, the mantra remains clear: keep learning, keep growing, and let the world of work stay ahead of you.

How can governments respond?

OECD’s Four‑Point Plan to Keep Older Workers On Course

1. Give the Grey‑Hair Crowd a Skill Boost

Older employees are no longer a “legacy” resource—they’re a powerhouse of experience. The OECD says the first step is to upgrade their skill sets, especially in tech and digital tools, so they stay relevant and valuable in a changing job market.

2. Open the Door to Job‑Hopping

Too many folks get stuck in one role, especially when they’re over 50. The plan calls for breaking down barriers that stop people from switching jobs, – think everything from fine print in contracts to the “once a good worker, always a good worker” mindset.

3. Smash Ageism and All Other Bigotry

Discrimination isn’t just a moral issue—it’s a productivity drain. The OECD urges governments to actively fight age‑bias and other exclusionary practices so older workers feel welcome and respected.

4. Re‑ignite the Productivity Engine

Do we want a sluggish economy? Maybe. The final goal is to revitalize growth—and that means harnessing AI, automation, and other tech advances to keep the workforce humming.

Why the EU is Raising the Retirement Age

People in most European nations are now living longer, healthier lives than ever before. To match this reality, many governments have quietly pushed the retirement clock forward, keeping seasoned workers on the payroll longer instead of forcing an early exit.