According to the World Economic Forum’s Global Risks Report 2025, super-aging societies, especially in countries like Japan, Italy, and Germany, are among the most significant global risks by 2035. Turkey is also rapidly approaching this demographic turning point. In this new landscape, HR leaders must go beyond traditional responsibilities like recruitment and talent management to take an active role in shaping their organizations’ demographic sustainability.
Working with the “Never Retiring” Generation
The conventional idea of retirement is giving way to more flexible, multi-stage career paths. Collaborating with a generation that isn’t retiring in the traditional sense means creating opportunities to retain and leverage their experience through mentoring, consulting, or project-based work. It also calls for flexible roles such as part-time or contract positions tailored for late career professionals. Meanwhile organizations must reimagine work models and schedules to enable both older employees and individuals with diverse life preferences to remain engaged in the workforce longer.
HR is uniquely positioned to act as a bridge in this transformation. By designing systems that maintain the motivation and productivity of older employees while also aligning with the values and expectations of younger generations, HR can help develop stronger cross-generational bonds.
Intergenerational Alliances at Work
Super-aging is defined as a rapid increase in the population aged 65 and above compared to younger cohorts. It impacts not only demographics but also intergenerational workplace dynamics. Organizations that build coalitions across generations can unlock new potential by combining their strengths. Mentorship programs, reverse mentoring, and multi-generational project teams are just some of the ways to bridge generational divides and promote collaboration. Diversity and inclusion strategies are expanding beyond gender and ethnicity to embrace age diversity as a strategic asset.
Demographic Change as HR’s New Strategic Frontier
In the years ahead, one of HR’s top priorities will be designing strategies to navigate aging populations. Encouraging post-retirement work, promoting a culture of continuous learning, and implementing strong anti-ageism policies will be essential for ensuring workforce sustainability.
While demographic change may seem subtle, its impact is without a doubt, profound. For HR, taking the lead in managing this shift isn’t just about mitigating risk. It’s about seizing a powerful opportunity to future-proof the organization.
