Diverse Workplace: The Irreplaceable Power of Experienced Talent

In July 2018, 7-Eleven partnered with the Bjorgaas Foundation to launch the “Age-Friendly Store” initiative, hiring employees aged 45 and above to create more job opportunities for experienced workers. The job design was thoughtfully adjusted to better suit mid- and senior-aged employees, including flexible working hours, halved delivery weights for dairy crates, and the removal of tasks involving heavy lifting or climbing. Visual aids were also introduced to help older workers quickly understand store operations, making both the roles and workplace environment more inclusive.
As of June 2024, mid- to senior-aged employees account for about 30% of all 7-Eleven staff, a number that continues to grow each year.

Why are they doing this?

With the global trend of population aging accelerating, the re-employment of mid- and senior-aged workers has become an increasingly important issue. According to United Nations data, by 2050, the global population aged 60 and above will reach 2.1 billion, nearly one-quarter of the total population. This demographic not only helps fill labor shortages but also brings valuable experience and multiple benefits to both businesses and society.

Current Situation and Future Plans

With the rapid development of AI and automation, mid- and senior-aged employees are facing both challenges and opportunities in digital transformation. Some companies have begun partnering with online education platforms to offer tailored digital courses, helping these employees acquire emerging skills such as data analysis and cloud computing. Others, like 7-Eleven, have redesigned job structures to lower the barriers for re-employment, enabling older workers to perform their roles with greater ease.
Some organizations have also implemented “reverse mentoring” programs, where younger employees guide senior colleagues in using digital tools, while the latter share their wealth of professional experience. This cross-generational collaboration fosters two-way knowledge exchange, enhances team efficiency, and promotes a more diverse and inclusive corporate culture.
In the United Kingdom, the government actively supports the re-employment of mid- and senior-aged workers through various policies. The “Fuller Working Lives” initiative encourages companies to hire and retain older employees by offering training and support programs. Additionally, flexible work arrangements allow employees to adjust their working hours and locations based on personal needs, a policy particularly appealing to senior workers.

Turning to Taiwan, the mid- and senior-aged labor market is facing significant challenges. According to data from the Directorate-General of Budget, Accounting and Statistics (DGBAS), the population aged 65 and above has already exceeded 14% and is projected to reach 20% by 2025. To address this demographic shift, the government introduced the “Middle-Aged and Senior Employment Promotion Act,” which encourages businesses to hire older employees through subsidies and training programs. The goal is to increase employment rates among mid- and senior-aged workers and fill the growing labor gap.

The Benefits of Experienced Talent for Businesses and Society

Unlike younger generations, mature employees bring stability that helps companies reduce recruitment and training costs, meaning lower expenses caused by frequent staff turnover. Moreover, hiring mid- and senior-aged employees can enhance a company’s image and demonstrate social responsibility, which not only helps attract more skilled talent but also strengthens trust among customers and investors.

In addition, combining the creativity of younger employees with the wealth of experience from older workers creates a powerful synergy, where one plus one is greater than two. Diverse teams excel in problem-solving and innovation, helping businesses maintain a competitive edge in an increasingly dynamic market.

Labor shortages have become a global challenge, and re-engaging mid- and senior-aged workers can effectively fill labor gaps, ensuring economic stability and growth. It can also help reduce social welfare costs and ease government financial burdens, while enhancing older workers’ sense of social participation and self-worth.

According to the International Labour Organization (ILO), for every 1% increase in the labor participation rate of mid- and senior-aged workers, GDP grows by approximately 0.5% showing that their return to the workforce can directly drive economic expansion.
Encouraging mid- and senior-aged workers to rejoin the workforce is not just a response to population aging, it’s a win-win strategy for both businesses and society. By harnessing the value of experienced talent, companies can cut HR costs, strengthen brand reputation, and foster innovation and growth. Meanwhile, society benefits from a more stable labor market, improved social harmony, and sustained economic development.
Looking ahead, the re-employment of mid- and senior-aged workers will remain a crucial issue in the global labor market, and the active engagement of both governments and businesses will be the key to turning this vision into reality.

 

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