Better with Age: How Lifelong Learning Can Transform the Workforce
In Asia and the Pacific, lifelong learning offers a powerful opportunity to harness the potential of older adults, transforming aging populations into a productive force. By addressing ageism and fostering accessible education, the region can build resilient and inclusive economies.
Countries in Asia and the Pacific are undergoing a significant demographic shift: the share of older adults is expected to grow from 13.5% in 2022 to 25.2% by 2050.
This rapid increase in the aging population presents both challenges and opportunities. By investing in lifelong learning, we can turn aging populations into a productive force and unlock what is known as the “silver dividend.”
The pattern of labor force participation of older adults varies across the countries but there are some notable patterns. At lower levels of economic development, older adults tend to work longer, but as economies develop, participation initially declines due to income effects before rising again.
Asia and the Pacific, as a region, is navigating a transitional phase characterized by a predominantly informal workforce, where traditional retirement is uncommon. At the same time, an increasing number of mature workers in the formal sector face significant challenges in remaining employed, including rigid retirement policies and limited opportunities for upskilling.
Older adults in our region represent an untapped resource. Many exit the workforce despite remaining healthy and capable of working. For instance, over 80% of men aged 60-64 are considered healthy enough to work, yet a significant portion are not engaged in employment. This untapped capacity is a potential boon for the region’s economies, with the possibility of increasing GDP by up to 1.5% in countries like India and the Republic of Korea if these workers were employed at minimum wage.
The evolving job market, driven by technology and the transition to green economies, underscores the need for continuous upskilling. However, participation in lifelong learning remains low among older adults.
In OECD countries, only about 40% of adults engage in lifelong learning, with even lower rates among older populations. Older adults in developing economies have even fewer opportunities to upgrade their skills.
Lifelong learning initiatives can play a pivotal role in helping older workers adapt to changing market demands. Some programs in the region already show promise, such as SkillsFuture in Singapore, which provides learning credits to mid-career workers, supporting continuous skills development.
Silver Universities in Kazakhstan are another example. They provide formal education opportunities for individuals over 50, promoting ongoing learning and skill retention.
Yet, barriers persist, such as a lack of belief in learning ability with age and insufficient employer support for lifelong learning. Addressing these issues requires a shift in perspective toward an age-inclusive learning environment.
Despite the benefits, older workers are often overlooked for job-related training because of relatively shorter periods of return on investment, compared to the younger workers. Ageism further contributes to limiting older workers’ access to upskilling opportunities.
Lifelong learning is key to empowering older adults in Asia and the Pacific, enabling them to remain vital contributors to economic growth and societal well-being.
But longer working lives, coupled with greater demand for cognitive and interpersonal skills over manual and physically demanding tasks, are challenging these perceptions.
Additionally, evidence shows that a multigenerational workforce can drive business success. Employers can and should play a critical role by creating an age-inclusive culture, assessing future skills needs, and identifying gaps in their workforce.
For example, Coca-Cola Europacific Partners established a Digital Hub at its Wakefield factory (North England), initially targeting older workers. This initiative not only enhanced digital skills but also supported workers from disadvantaged backgrounds, demonstrating the broader social impact of lifelong learning.
Lifelong learning is about more than just skills for the workforce; it’s about fostering what the World Economic Forum calls “longevity literacy.” This concept educates individuals on the health, financial, and social impacts of living longer, helping them appreciate lifelong learning’s role in their lives.
To maximize the benefits of lifelong learning, it is essential to overcome ageism and create accessible learning opportunities for all, including focusing on:
Broader Skills Development: Lifelong learning should encompass life management skills, such as setting personal goals and managing resources. These skills empower individuals to make informed decisions about their future.
Making Learning Manageable: Breaking learning into smaller tasks, like micro-learning or micro-credentials, can make it more attainable, especially for those who have been away from formal education for a while. Multigenerational learning spaces also foster intergenerational understanding and solidarity.
Promoting lifelong learning among older adults is crucial for fostering a resilient and inclusive economy in Asia and the Pacific. By investing in lifelong learning and breaking down barriers to continued education, we can ensure that older adults remain vital contributors to economic growth and social well-being.
Now is the time to recognize lifelong learning as a cornerstone of active aging and a prosperous future for the region.
This blog is based on research undertaken for the Asian Development Policy Report 2024: Aging Well in Asia,, as well as on the panel discussion between Silvia Garcia-Mandico, Tatiana Rowson, and Mike Mansfield at the conference on Social Protection and Supporting Systems for an Ageing World organized by the World Bank Group and La Caixa Foundation.
