Championing the over-50 workforce in Greater Manchester

In the past few decades, the UK population has undergone a major demographic shift. In short, the country has grown older and will continue to do so for the foreseeable future. Since the early 1990s, successive governments have responded to this emerging trend by increasing the age at which people can claim the state pension. Unless something drastic (e.g., widespread automation of the economy) or unexpected (e.g., a sustained decline in life expectancy) happens, most academics and decision-makers assume that the retirement age will edge towards 70 by mid-century.

So, we can’t afford to relegate the conversation about work and ageing to the footnotes of government policy or organisational strategy. Job support for people aged 50 and over isn’t ‘nice to have’. Itis a necessity. Older workers bring experience and resilience to the economy, yet too many still face barriers that undermine their confidence, wellbeing, and long-term prospects.  

Understanding the barriers, and why they matter

Like younger workers, those over 50 face a range of specific challenges when returning to work. They may encounter age discrimination that limits opportunities, skills gaps driven by rapid technological change, and caring responsibilities that disproportionately fall on them. Many also manage long-term health conditions, requiring greater flexibility and understanding from employers, as well as access to roles that offer reduced physical strain and a wider range of working options.

Over time, these challenges can erode people’s confidence and make working life unnecessarily difficult, if not intolerable. But, in most cases, they’re not insurmountable, especially when support is available.  

How Working Well: Support to Succeed helps over‑50s thrive

Working Well: Support to Succeed (STS) is a powerful example of what effective, person-centred employment support looks like.  

For two years, the Growth Company delivered STS in Greater Manchester, focusing on providing local, relationship-led support and treating every person’s journey as unique. Through one‑to‑one guidance, expert careers advice, and opportunities to learn new skills, STS helped people get their confidence back and move toward meaningful, sustainable employment.

The programme’s impact speaks for itself:

• 2,427 over‑50s accessed the programme
• 1,976 had structural barriers reduced
• 1,632 reported increased employability through interpersonal skills development
• 10% moved directly into employment, with 253 people starting work immediately
• 1,863 chose to pursue life skills or further education

Behind the numbers are people picking up new skills, finding fresh ways to cope day-to-day, and getting back into work.  

My colleague Helen Aspinall, who led the programme, told me about the wider value of this approach.

“The key‑worker‑led approach has helped people reconnect with their communities, rebuild confidence, and overcome personal challenges at a pace that feels right for them. Seeing the difference that consistent, compassionate support can make, not just in employment outcomes but in people’s wider wellbeing, social connections and the positive social impact across our communities, has been incredibly worthwhile and rewarding.”

Duane’s story

The benefits of programmes like STS can be seen in the experiences of someone like Duane.  

At 52, he’d struggled for years with addiction and unemployment, which left him with limited work experience and no formal qualifications. The usual routes into work weren’t really designed for someone in his position. But his STS keyworker didn’t ask him to put square pegs in round holes; they met him where he was.  

With their support, Duane rediscovered his interest in theatre, joined a local workshop, and received practical help, including funded travel, a laptop, and one‑to‑one IT coaching. He restored his self-esteem, developed a strong CV, and sharpened his interview skills.

Later, Duane found a role at High Level Recovery Service, using his life experience to support others. “The programme has given me the chance to believe in myself again,” he explained. “I never thought I’d be in the position of being a staff member for the addiction service I used to attend. This is all thanks to help from Support to Succeed.”

Building an inclusive future workforce

Duane’s story and the stories of others like him remind us that meaningful change is possible, even if it requires government and service providers  to do a little more to make it happen.  

Supporting over‑50s in the job market should be standard practice, not an afterthought. When we invest in older workers, we also stand to reduce age-related stigma, make the workforce more diverse, improve resilience, and create workplaces that are more dynamic and productive.  

As I’m sure many of us know, confidence doesn’t automatically grow with age. It ebbs and flows, and more than anything, it needs to be nurtured and reinforced through a working culture that values everyone’s contribution, regardless of when they were born.  

If we want a labour market that truly reflects the society it’s supposed to serve, we’d do well to address the unique needs, and enormous potential, of older workers.  

About the author

Lynne Maguire is Director for Employment and Health for the Growth Company. She has over 20 years’ experience leading publicly funded education, employment and skills programmes across the North of England and nationally. Lynne is also a passionate advocate for lifelong learning.