Around two decades ago, the workforce and employee careers in India functioned in a linear manner. You finished college, got a job, worked in the same field until you retired (or in the case of women, started a family) and that was it. Today, this is no longer the case. People take breaks. Or perhaps go back to college. Or in some cases, switch careers. More and more workplaces across the country have started welcoming the dynamism and diversity that these new models of hiring bring with them. However, there seems to be some reticence in one instance – welcoming older workers to continue or restart their careers. These employees are called ‘silver workers’ not because of the grey in their hair (although that contributing factor could be a happy coincidence!), but because they’re a valuable asset to the companies and industries they choose to align with. Although the official retirement age in India is anywhere between 58 and 60, those in the 50-plus category are considered silver workers.
According to the International Labour Organisation, ‘There’s a new trend in the world of work…the growth of an ageing workforce. It’s called the Silver Tsunami, and it means more people are working past retirement age, either because they want to or because they must, to make ends meet.’
‘Workforces are no longer simply driven by age. There was a time when older workers were automatically the managers and the younger ones were doing things on the ground,’ says HR manager Swati Jambunathan. ‘Today, the dynamics are completely different and a host of other factors take precedence over age. In smaller companies and start-ups especially, there is no fixed hierarchy. In such a scenario, hiring older people as part of your team can be invaluable. Remember the 2015 film ‘The Intern’, when a seventy-year-old Robert De Niro reported into a much younger Anne Hathaway? Both parties were shown to benefit from one another in professional and personal capacities.’ Swati adds, ‘Older people come with multi-generational experience, along with the best practices and values from each generation. They started working before or during the 1990s, before digitisation had taken over the workforce. This provides them with various perspectives and companies can make use of these diverse skill sets.’

In addition, silver workers offer other benefits. They tend to have a wide professional network in place, with relationships they have built and cultivated over time. They have also honed their soft skills with the passing years, and these are invaluable when they interact with teams, superiors, and clients. Senior citizens also make great mentors if you have younger employees on board. They’re able to offer career advice on industry-related topics as well as navigate the complexities of an organisation. Younger employees get to benefit from their wisdom, while older employees get to stay in touch with what’s happening in the dynamic and ever-changing workforce.
‘Older workers possess an innate knowledge. They’ve known how to function much before we started relying on computers and smartphones for our work,’ says Dr Srinithi Rajagopal, who runs a chain of dental clinics. ‘They’re masters at thinking critically and solving problems. This is especially true of older women, who provide such sharp and valuable insights. Also, what women silver workers may lack in Gen Z tech savviness (although this misconception is not always true!), they make up for in terms of responsibility and work ethics. They demonstrate more loyalty, and are more resilient mentally, focussing on getting the job done. In short, they’re more reliable! Hiring older women also means lesser attrition, and lowered hiring costs.’
Bridging the technology gap is a key area of concern that most organisations grapple with and debate over. However, most senior citizens in urban India already operate smartphones quite efficiently, regardless of age. Although this penetration has yet to reach rural India, most of the white-collar workforce has some basic level of technology and digital awareness. With training and upskilling and their levels of commitment, silver workers may surprise you with how quickly they adapt and adopt! This is not just true for silver workers, but for everyone – constant training and upskilling are a must.
Says Swati, ‘Organisations must keep in mind that to thrive, older women may need more flexibility and tailored benefits and a job role. Silver workers don’t just need work-life balance – they are looking for a three-pronged approach, and the balance has to factor in work-life health. Just as younger women need benefits such as childcare or maternity leave, older women should get appropriate benefits as well. This could mean part-time employment or a consultancy role. It could mean partial work-from-home, or even something as simple as seating them on the ground floor or offering them preferential parking. Natural age-related changes need to be factored in, without taking away from what they bring to the table!’