Jonathan Rauch’s thought-provoking article in The Atlantic examines how society needs to reconceptualise ageing in light of increasing lifespans. Whilst the piece focuses on American experiences, the insights resonate strongly with challenges and opportunities we face in the United Kingdom and other developed nations.
The Evolution of Later Life Support
The foundations of modern retirement were laid differently on either side of the Atlantic. The United States established Social Security in 1935 and Medicare in 1965, whilst the UK introduced the State Pension in 1908 and the National Health Service in 1948. Both nations have witnessed remarkable reductions in elderly poverty, though the UK’s universal healthcare system provides fundamentally different protections than the American approach.
Understanding the Twin Revolutions in Longevity
We are witnessing two distinct revolutions in human longevity. The first revolution, enabling most people to reach old age, has largely been achieved. Life expectancy in the UK now stands at 81.2 years, somewhat higher than the US figure of 77.5 years, and both nations are seeing steady growth in their centenarian populations.
The second revolution, however, presents a more complex challenge: adapting our society and institutions to support these longer lives meaningfully. In the UK, organisations such as the Centre for Ageing Better are leading vital work on workplace age inclusion, whilst both nations grapple with questions of pension sustainability and healthcare provision.
The Critical Gap: Lifespan versus Health Span
Perhaps the most pressing concern in both nations is the growing divergence between lifespan and health span. In the UK, healthy life expectancy stands at approximately 63 years for both men and women, meaning many people face nearly two decades of life in less than optimal health. This challenge is particularly acute for those who have worked in physically demanding occupations.
The factors influencing this gap are numerous and interconnected. They encompass occupational health impacts, socioeconomic disparities in accessing preventive care, lifestyle factors, and mental wellbeing. The UK’s regional variations in health outcomes are particularly striking, with up to 19 years’ difference in healthy life expectancy between the most and least advantaged areas.
Supporting Later Life Transitions
The workplace presents both challenges and opportunities for supporting healthy ageing. Traditional retirement ages make less sense when many people remain vibrant and capable well into their seventies, yet others, particularly those in manual labour, struggle to continue working into their sixties. The UK construction industry, where the average retirement age hovers around 62, illustrates this complexity perfectly.
Promising initiatives are emerging across the UK. Community programmes such as Men’s Sheds and the University of the Third Age (U3A) provide vital social connections and learning opportunities. The NHS offers targeted interventions like Strength and Balance classes, whilst many local authorities run comprehensive Healthy Ageing programmes.
A Call to Professional Action
For those working in human resources, coaching, and related fields, these changes demand new approaches. HR professionals should consider how to create truly age-inclusive workplaces, moving beyond simple policy statements to meaningful change. This might involve developing flexible working patterns, creating mentorship programmes that value experienced workers’ contributions, and ensuring physical workspaces accommodate changing needs.
Coaches and consultants play an equally vital role. Their work should encompass supporting later-life career transitions, helping clients develop portfolio careers, and guiding organisations in creating age-positive cultures. The focus must extend beyond traditional career coaching to include holistic support for wellbeing, confidence building, and financial planning.
Looking Forward
The path ahead requires careful balance. Whilst increased longevity offers unprecedented opportunities, we must ensure equitable support for all older adults. This means maintaining robust support systems for those unable to continue working whilst creating flexible opportunities for those who can and wish to remain active in the workforce.
Success will require collaboration across sectors. The NHS, local authorities, employers, and community organisations all have essential roles to play. Professionals supporting this transition can find valuable resources through organisations such as Age UK, the Centre for Ageing Better, and the International Longevity Centre UK.
Let’s continue the conversation: How do you see ageing and retirement evolving in the years ahead? Leave your thoughts below.
