easyJet's "Returnships" Scheme Taps into Untapped Potential of Older Workers

In recent years, the employment landscape for individuals over 50 has been gradually improving following the pandemic. However, both companies and governments need to take more proactive steps to encourage this demographic back into the workforce. Recognizing this opportunity, easyJet has introduced a novel "Returnships" scheme, aimed at attracting older workers to consider careers as cabin crew.

This initiative comes in response to research indicating that 74% of over-50s believe it's an ideal time for a career change. However, many mistakenly assumed that cabin crew positions were exclusively for younger individuals. The "Returnships" program is part of a broader trend in recognizing the value of older workers, a concept that has gained traction since Goldman Sachs first introduced the term in 2008.

The economic implications of integrating older workers into the workforce are significant. According to the Centre for Ageing Better, closing the employment gap for those over 50 could potentially increase GDP by at least £9 billion annually, while boosting income tax and National Insurance contributions by £1.6 billion per year. This aligns with the growing recognition of the "silver economy," which refers to the economic opportunities arising from public and consumer expenditure related to population ageing.

easyJet's initiative has already shown promising results. Since launching their first recruitment campaign targeting older workers in 2022, the airline has seen the number of new hires over 50 more than double, with a fourfold increase in over-60s joining as cabin crew. This success demonstrates the untapped potential in this demographic, challenging the traditional notion that certain professions are age-restricted.

The benefits of an age-inclusive workforce are numerous. Multigenerational teams, typically comprising three or more generations working together, bring a diverse range of skills and experiences. Older employees contribute valuable insights and experience, often appreciated by their younger colleagues. This aligns with the concept of the "100-Year Life," which suggests that many children born today may live to 100 or more, necessitating a rethinking of traditional career trajectories.

"We need to take action to reinvigorate the nation's workforce and show it's never too late to get back into work and embark on exciting new careers."

However, misconceptions about age in employment persist, despite age discrimination being illegal in the UK since 2006. easyJet's research found that 71% of those surveyed incorrectly believed their age could prevent them from being accepted as cabin crew. Addressing these misconceptions is crucial for creating truly age-friendly workplaces, a concept popularized by the World Health Organization.

The government can play a vital role in supporting older workers' employment by providing accredited routes and pathways that facilitate hiring. This could include support for "bridge employment" - part-time or temporary work after retirement - and recognition of "encore careers," a term coined by Marc Freedman to describe careers in the second half of life.

Understanding and catering to the trend of second careers is becoming increasingly important. The "gig economy" has been noted as particularly attractive to older workers seeking flexibility, while the concept of the "Age of No Retirement" promotes age diversity in the workplace. As the UK's state pension age is set to increase to 67 between 2026 and 2028, initiatives like easyJet's "Returnships" are likely to become more common and crucial.

In conclusion, reinvigorating the nation's workforce by tapping into the potential of older workers is not just beneficial for individuals seeking new opportunities, but also for addressing labour shortages, driving economic growth, and creating more diverse and experienced teams across industries.