Warum Altersvielfalt die Arbeitswelt der Zukunft bestimmen wird

From the article

>In recent decades, the prevailing expectation has been that careers span between 30 and 40 years, with people retiring in their 60s. That no longer holds true. Work is changing. Not just when we work, how, where or the tools we use — but crucially, who is working.

>In the EU, the expected duration of working life [rose 4.1 years between 2002 and 2022](https://ec.europa.eu/eurostat/statistics-explained/index.php?title=Duration_of_working_life_-_statistics), and this trend is likely to continue. This is because in most major economies, populations are aging and birth rates are falling. The World Health Organization projects that the proportion of the world’s population that is over 60 will nearly double from [12% to 22% by 2050](https://www.who.int/news-room/fact-sheets/detail/ageing-and-health).

>Even if not all those people remain in work, this will be transformative. In America, for example, a quarter of men and 17% of women over 65 are expected to still be in the labour market by 2032. In the coming decades, we will see greater numbers of generations in the workplace at one time. Of course, we are used to working alongside colleagues a few decades older or younger. But if working into our 70s becomes routine, there could be 50 years between the newest employees and those with the lengthiest experience.

>That means a range of reference points, skills and life experience, altering workplace dynamics. At the same time, there are considerations around health and well-being — whether someone will still be physically equipped to do the work, or indeed whether they will want to do something different but remain productive. What’s clear is that these demographic shifts demand a response that goes beyond handwringing about how many years before we can retire.

Retire already ya fkin boomers. Other people need jobs