14/09/2025

ON SUNDAY September 14, 2025 theSunday Special XI

“Contrary to stereotypes, older

employees are just as capable of adapting to technology.”

Overcoming ageism Internationally, several countries are reassessing their support for older profes sionals. Japan, where over 28% of the population is over 65, has implemented policies to encourage companies to retain or rehire older workers. Singapore’s Re tirement and Re-employment Act permits employment until age 68, with further extensions under review. Such models show that policy interven tion can change the narrative. In Malaysia, there is a growing awareness of the need for clearer anti-discrimination legislation, as well as incentives for age-inclusive hiring practices.

A 2023 PwC Malaysia report esti mated that improving age inclusion in the workforce could add RM20 billion to the national GDP by 2030. That economic potential, along with social equity, should be reason enough to act. Changing the narrative Ageism isn’t just an HR issue, it’s a barrier to progress. As Malaysia transitions into an ageing society (with over 15% of the population expected to be above 60 by 2030), ignoring the contributions of older workers would be a costly mistake. “Inclusion should not stop at gender or race, it should encompass age too,” North emphasised. In a world constantly seeking innovation and resilience, dismissing those who’ve lived through multiple technological and industrial changes is shortsighted. The bottom line? An inclusive work place isn’t just for younger people. It’s wiser, richer in perspective, and better prepared for the future. If we’re serious about equality and performance, it’s time we stop viewing age as a limitation and start seeing it as the strength it truly is.

Stay competitive at any age

Inclusion should not stop at gender or race. It should encompass age too.”

AGE bias may not disappear overnight, but older professionals can take steps to strengthen their prospects and showcase their value in today’s job market. 1. Keep skills fresh The digital-first economy demands adapt ability. Whether it’s mastering new produc tivity tools, learning data-driven market ing, or exploring AI-powered platforms, continuous learning signals to employers that you’re forward-looking. Platforms like LinkedIn Learning, Coursera or Malaysia’s HRD Corp training programmes make upskilling accessible at any stage of life. 2. Update your CV for relevance Instead of listing every role across de cades, highlight experience that speaks to today’s business needs. Employers value transferable skills such as leadership, project management and industry-specific expertise. Tailor your CV to each role and show how your track record can solve current challenges. 3. Build your professional visibility An active LinkedIn profile demonstrates that you’re engaged with your industry. Share insights, connect with peers or even

publish short commentaries. Volunteering, short-term consultancy projects or mentor ing younger colleagues also keep your network vibrant and remind employers of your ongoing contributions. 4. Reframe experience as an edge Confidence is key. Instead of apologising for your age, position it as a strength. Research from the Stanford Centre on Longevity shows older adults often dem onstrate stronger emotional regulation, focus and work satisfaction. These quali ties add balance and resilience to teams, particularly in high-pressure industries. 5. Stay adaptable Employers seek individuals who can adapt to change. Showing openness to new work models, whether hybrid setups, gig roles or cross-generational collaboration, helps counter the assumption that older workers are “set in their ways.” The takeaway: While structural issues like discriminatory hiring practices remain real, individual preparedness can make a difference. By staying visible, adaptable and skilled, older job seekers not only challenge stereotypes but also position themselves as valuable assets to any organisation.

“An age-diverse workforce combines experience with fresh ideas.”