Towards inclusive policies for silver workers

THE workplace is being transformed by new and emerging technologies at a pace perhaps not seen since the first Industrial Revolution – and our workforce is changing alongside it.

We’re well down the road of adjusting for Industrial Revolution 4.0 as we look into legislation and incentives to encourage young people to prioritise STEM (Science, Technology, Engineering and Mathematics) and TVET (Technical and Vocational Education and Training) at school, to become more familiar with using artificial intelligence productively, to become more resilient amid changes.

But while we focus on planning a future-prepared workforce, we are in danger of not fully tapping into a resource we already have in hand: older workers.

The experience, work ethic and institutional memory that older employees bring to the table can be invaluable.

These workers offer mentorship and stability in many industries, and their presence can enrich workplaces by creating a dynamic, multigenerational environment that fosters innovation while preserving hard-earned expertise.

Indeed, while older workers were once expected to retreat into retirement quietly, they are now becoming a growing segment of the country’s labour market as Malaysia experiences the “silver shift” in population – in 2023, those aged 60 and above made up 11.6% of the national population; this is expected to double to 23.4% by 2050.

This evolving landscape represents a challenge but it can also be an opportunity if we make the right moves now and really understand how to support this aspect of the labour force.

For instance, age discrimination, though rarely spoken of openly in this country, continues to be a quiet barrier in hiring and promotion decisions.

Without deliberate and sustained policy interventions, this risks marginalising older workers when we cannot afford to ignore any economic advantage.

To fully harness the potential of Malaysia’s ageing workforce, policymakers and employers must reimagine the workplace.

This could begin with introducing flexible work arrangements – which is also something Gen Z-ers look for now. The traditional nine-to-five model does not suit everyone, especially those balancing health conditions or caregiving responsibilities.

Companies can better support older employees by offering part-time roles, remote work or adjustable hours while benefiting from their continued engagement.

At the same time, a national commitment to lifelong learning must become a core pillar of workforce strategy.

The public and private sectors must invest in upskilling programmes focusing on digital competencies and emerging technologies.

This will help older workers remain competitive and close the generational skills gap, allowing for more seamless collaboration between age groups.

Meanwhile, enhanced social protections – including robust pension schemes and accessible healthcare – will ease the financial strain on ageing workers and allow them to make employment decisions based on choice rather than desperation.

Malaysia stands at a demographic crossroads. If we continue to view ageing solely as a healthcare or social welfare concern, we risk missing one of our time’s most critical labour opportunities.

By embracing the silver workforce through thoughtful, inclusive policies, we can build a stronger, experienced and equitable workplace for all.

The future of work is not just young – it is also grey, and it is time we made space for that reality.