Many organisations are good at managing the departure of older workers via redundancy, but far fewer are good at managing what happens to these valued employees afterwards. For many experienced employees, leaving a long-term role is not simply a job change. It can trigger a profound shift in identity, confidence, routine and purpose. This is particularly for people in their 50s and 60s who may still have 20+ productive working years ahead. Increasingly, I’m working with s

I was surprised—and genuinely encouraged—to see that some visionary organisations are beginning to appoint Chief Longevity Officers. Why? Because forward-thinking companies such as L’Oréal and the Portuguese insurer Fidelidade recognise that rising human longevity is reshaping both their workforce and their customer base. The numbers behind this “late-baby-boomer economic boom” are extraordinary: AXA projects that people aged 65+ will spend around $15 trillion globally by 203