Embracing the Silver Shift – Why Northern Ireland’s Aging Workforce Is an Asset, Not a Challenge

We’re all getting older, but there is a definite shift across the NI workforce, which will continue to grow over the coming years. Employers tell us daily that they are struggling to find the right resource, and we talk to mature, experienced candidates who are struggling to find meaningful work. How do we embrace and utilise this “silver” resource better as employers.

In Northern Ireland, we’re facing a demographic shift that’s impossible to ignore. By 2040, one in four people here will be aged 65 or over, which I found a real shock when I researched the figures.

Frankly that’s nearly half a million individuals, in a relatively small workforce geographically, many of whom will still be active, skilled, and eager to contribute to the workforce. This isn’t just a statistic; it’s a call to action for employers to change their approach and a real opportunity to utilise.

The aging population is often framed as a challenge, and yes, it does raise questions about labour supply, productivity, and succession planning. But it also presents a unique opportunity, if we’re willing to rethink how we engage, support, and value older workers.

The Reality Behind the Numbers

Northern Ireland’s population is growing older faster than it’s growing overall. Between 2004 and 2017, the number of people aged 50 to 65 increased by 28%. By 2030, one in five people will be over 65, and by 2040, that rises to one in four.

This shift is driven by longer life expectancy, lower birth rates, and minimal impact from net migration. It’s not just a local issue; it’s a global trend. But here in NI, the implications are particularly acute given our size, economic structure and labour market dynamics.

Why Employers Should Care

As the workforce ages, so does the available talent pool. That means fewer young people entering the labour market and more older workers staying in it for longer. In fact, over the past decade, 77% of new jobs in the UK were filled by people aged 50 and over.

Older workers bring a wealth of experience, reliability, and knowledge. They tend to have lower absenteeism rates and higher levels of commitment. But to fully harness their potential, we need to move beyond outdated assumptions and embrace age diversity as a strategic advantage. Many of the employers we speak to know that this is the case, but don’t have a strategy in place to embrace and utilise this valuable resource.

What Employers Can Do

Conduct Workforce Age Profiling
Understand the age distribution in your organisation. This helps identify potential skills gaps, succession risks, and opportunities for intergenerational mentoring.

Develop an Age-Friendly People Strategy
Flexible working arrangements, phased retirement options, and continuous learning opportunities are key. Older workers often want to stay engaged, they want to contribute, but not necessarily in the same way they did at 40. Understand their drivers and how to best utilise these for mutual benefit.

Invest in Health and Wellbeing
A healthy working environment benefits everyone, but it’s especially critical for older employees. Public Health England has shown that meaningful work is good for health, and vice versa.

Challenge Age Bias
Age discrimination, whether conscious or unconscious, can undermine morale and productivity. Creating a culture that values contribution over age is essential. This will be a valuable resource for NI, we need to challenge our preconceptions and learn how to embrace it.

Collaborate Across Sectors
Government and industry must work together to address demographic challenges. That includes policy reform, funding for retraining, and support for age-inclusive innovation.

Looking Ahead

Ireland’s younger population and stronger labour market performance offer a contrast that’s worth noting. But Northern Ireland has its own strengths, resilience, problem solving, community, and a workforce that’s rich in experience.

As employers, we have a choice. We can see the aging population as a burden, or we can see it as a resource. The latter requires employer intention, investment, and a conscious shift in mindset. The payoff is a more inclusive, stable, and skilled workforce.

Let’s start by asking ourselves: when was the last time we looked at the age profile of our team? How do we embrace this growing, valuable labour market trend?

More importantly, what are we doing about it?

By Michelle Kearns, Senior Recruiter at Corvus People

Sources

https://www.investni.com/sites/default/files/documents/static/library/invest-ni/pdfs/ageing-workforce-tutorial-page.pdf

https://www.agendani.com/closing-the-skills-gap/#:~:text=May%202024,need%20to%20grow%20the%20economy%E2%80%9D.

Skills shortage in Northern Ireland projected in coming years | The Independent