The UK is grappling with a skills shortage that threatens to slow our economic growth, undermine innovation, and leave entire sectors in the lurch. Many schemes focus heavily on getting young people and graduates into training or apprenticeships, but this approach overlooks a vital and underutilised resource: seasoned professionals.
These individuals bring a wealth of transferable experience, professional maturity, and a grounded work ethic – qualities that, when paired with the right training, can help bridge the UK’s growing skills gap.
The myth of the young innovator
Let’s address a pervasive misconception: innovation is the exclusive domain of the young. The stereotype of the twenty-something coder in a hoodie creating the next big app persists, but it’s misleading. While younger workers may have grown up immersed in digital culture, seasoned professionals have something equally valuable – depth of experience.
Take the video game industry as an example. Game studios face talent shortages, particularly in artificial intelligence, narrative design, and project management. While fresh graduates bring enthusiasm and technical fluency, the most successful teams are those with diverse age ranges. A junior developer may excel at implementing code, but it might be the veteran project manager who can guide the team through a six-month crunch without burnout.
The skills shortage isn’t just about technical know-how. It’s also about leadership, foresight, and problem-solving under pressure – all areas where older professionals excel.
Why aren’t we upskilling the over-40s?
Despite the clear benefits, seasoned professionals are often sidelined regarding training opportunities. A survey by City & Guilds reveals that those aged 55+ were most likely to have received training more than 10 years ago (17%).
Unfortunately, there’s a persistent belief that investing in younger talent yields a better return. However, this short-term thinking ignores a critical reality: an aging workforce. By 2030, one in four workers in the UK will be over 55. If we don’t start investing in their skills now, we’re cutting ourselves from a massive pool of potential talent.
Lessons from the Gaming World
The video game industry offers a compelling case study of how upskilling can transform careers. Game development is rapidly changing, with new tools, techniques, and platforms constantly emerging. To stay relevant, even seasoned professionals must continually evolve their skill sets.
Take the rise of virtual reality (VR) gaming. When VR hit the mainstream in the mid-2010s, it required an entirely new approach to game design that many developers – young and old – had to learn from scratch. Studios that invested in training their veteran teams to master VR tools reaped the rewards. They retained their most experienced staff while successfully pivoting to a cutting-edge market.
This model can – and should – be replicated across industries. Employers must see training not as an expense but as an investment in retaining talent that already understands the industry’s nuances.
Time to press “start”
The UK’s skills shortage is complex, but the solution is right before us. By investing in the untapped potential of seasoned professionals, we can not only fill the gaps but also enrich our workforce with a balance of innovation and experience.
In the video game industry, we often discuss the importance of iteration – trying, learning, and improving. It’s time we apply that same mindset to our approach to workforce development. Let’s move past the outdated idea that skills are a young person’s game and start leveling up the professionals who are ready and waiting to lead the charge. The future of the UK’s economy depends on it.
