A letter to The Guardian highlights a gap in how Britain treats its older workforce. It points to Japan’s 90-year-old bodybuilder Toshisuke Kanazawa as a symbol of what older people can still achieve. Kanazawa’s continued success in competitive bodybuilding, despite his age, illustrates that physical and mental capabilities do not diminish with age — especially when supported by discipline and purpose.
Japan’s Example
Almost 30% of Japan’s population is over 64. This demographic reality means that a significant portion of the population remains active in professional and social roles well into old age. Kanazawa is not an isolated case; Japan has a cultural and institutional framework that values lifelong learning and contribution. The country’s social systems, including community-based health programs and age-friendly workplaces, support older individuals in maintaining meaningful engagement.
The feature on Kanazawa was praised for its joy and inspiration. But it also serves as a provocation — a reminder that older people can contribute meaningfully to society, both in physical performance and in public discourse. It challenges the assumption that age automatically correlates with diminished capacity or relevance.
Britain’s Current Practice
Between 670,000 and 860,000 people leave the UK workforce each year. By their 60s, over a third of people are economically inactive. This trend reflects a broader societal shift where retirement is treated as an endpoint rather than a transition. The loss of experienced workers is not just economic — it represents a depletion of practical knowledge, problem-solving skills, and institutional memory.
This ‘stock of judgment and knowhow’ that simply walks out of the door is a significant underutilized resource. The UK’s workforce lacks continuity, and younger professionals often lack access to the real-world experience that comes from decades of practice.
Germany’s Model
Germany’s Senior Expert Service, founded in 1983, has over 14,000 retired professionals in its pool. It has arranged more than 60,000 placements. These connect experienced individuals — such as engineers, accountants, and former military — with small firms, charities, and schools. The service operates on the principle that expertise is not lost with age, but can be reactivated through structured, purposeful engagement.
Unlike the UK, where retirement often leads to isolation and disengagement, Germany’s system treats older professionals as active contributors. This model demonstrates that with proper infrastructure, older individuals can remain valuable assets to society.
Why It Matters
One of the most promising uses of older people’s time is helping young people enter employment. With nearly 1 million young people not in education, employment, or training, elder mentorship could offer a direct pathway to opportunity. Such mentorship builds confidence, provides real-world insights, and fosters intergenerational trust.
What to Watch
Modest pilot schemes in one or two sectors — based on the German model — could quickly show whether scaling up is worthwhile. These pilots would test real-world outcomes without requiring major policy changes. They could be implemented in fields like healthcare, engineering, or education, where practical experience is highly valued.
The letter urges a serious look at Britain’s treatment of experienced retirees. It suggests that the country is wasting a resource it already has — a vast pool of skilled, experienced individuals who could be re-engaged through structured, respectful, and practical pathways.
Original source: The Guardian
Sources & further reading
Featured image: Victory Services Club, Seymour Street – geograph.org.uk – 3771805.jpg by Anthony O'Neil , CC BY-SA 2.0, via Wikimedia Commons. Image source · License
