Matthew Vohs encourages FMCG Leaders to help pave the way for 50+ talent in 2025
As we edge further into 2025, many in the F&B industry are drafting resolutions to inspire growth and innovation. But beyond sales goals or sustainability pledges, there’s a pressing human resource issue worth addressing: creating pathways for employees over 50 to thrive.
With staff shortages impacting the sector globally, it’s time to rethink age diversity in the workplace. Mature workers bring unmatched expertise, reliability and customer insight, these directly impact service quality and operational excellence.
Around three million over 50s in the UK have returned to work in 2024 after previously being retired, with 14 percent looking for part time work.
There’s been a growing trend among the older generation where we have seen more over 50s re-entering the workforce, some of the reasons being down to the cost of living crisis along with their pensions not meeting the rise in living costs.
We need employers to be more welcoming to the older workforce who are looking to take on other roles, especially non office-based jobs as well.
Why age inclusivity matters
The aging workforce is not a challenge, it’s an opportunity. According to the World Health Organisation, the global population aged 60 and older will double by 2050. Workers over 50 are increasingly seeking fulfilling second careers, and F&B can be the perfect fit. Yet, many struggle to get to the interview stage due to facing age discrimination during the hiring process, as some employers actively seek out younger employees.
Older employees can mentor younger staff, fostering a culture of collaboration. This is especially critical in customer-facing roles where maturity can enhance brand trust.
Steps to support and empower 50+ workers
- Audit your hiring practices: Are your job descriptions unintentionally discouraging older candidates? Phrases like “recent graduate” or only having images of younger workers instantly reveal a hidden age bias and won’t encourage the older generation to apply to those roles. Instead, focus on the skills and perspectives essential for the role.
- Offer tailored development: Professional growth shouldn’t plateau after 50. Provide training opportunities, particularly in technology and leadership, to keep older employees engaged and confident.
- Flexible work arrangements: Many over-50 workers may have caring responsibilities or health considerations. Flexible schedules or part-time options can make your workplace more appealing and retain staff for longer.
- Challenge stereotypes: Counter age-related biases through awareness campaigns. Showcase success stories of older employees thriving in your company and show that it’s a great place to work for all ages.
- Measure progress: Establish metrics to track the impact of age-inclusive policies, from retention rates to team performance. We must make sure we are actively promoting age diversity and have strategies in the workplace so that employers can tap into the unique strengths of individuals across all age ranges, fostering a collaborative and inclusive work environment.
A call to action for 2025
This year, F&B leaders have a real opportunity to review workplace policies to embrace and empower employees over 50. It could help businesses to thrive if they work with those in this age bracket who want to learn and could fill positions which are struggling to hire, embracing inclusivity in the new year is a smart business strategy.
Let 2025 be the year the industry proves that experience isn’t just valued, it’s celebrated.
By championing inclusivity and addressing biases, we can ensure that age is seen not as a limitation but as an asset.
Let’s start the conversation and make real change, because talent doesn’t come with an expiration date.
Matthew Vohs is the Chief Executive Officer of O50c.com
