We often talk about the future of work, but what about the wisdom already in the room?
At PQE, we’ve launched a new initiative to engage what I call the forgotten generation—those in their late 40s to 60s who bring decades of experience, loyalty, and insight to our organisation. They’re not just senior professionals. They’re cultural anchors, potential mentors, and innovation leaders.
For years, most corporate attention has focused on attracting and retaining young talent. But in doing so, we’ve overlooked the vital question of how to keep our most seasoned team members energized, inspired, and engaged.
The truth is, retention is not enough. We want to empower this generation, not just keep them.
It’s increasingly difficult for professionals over 50 to find new opportunities—unless they’re already in the top tier. Meanwhile, retirement ages are rising. Many professionals face 20 or more years of work ahead. So why should they spend those decades feeling invisible?
At PQE, we’re taking a different approach. We’ve started an initiative to better understand the needs, goals, and energy levels of our senior colleagues. We’re now rolling out activities that create space for this generation to lead—not just in titles, but in ideas.
We are inviting them to:
- Mentor younger talent, passing on values and institutional knowledge
- Lead R&D and service innovation based on their lived experience
- Share ideas that help shape the next decade of our strategy
Of course, this comes with the same expectation we have for all: a commitment to excellence. Meritocracy still matters. But merit only shines when people are given the chance to step forward.
This initiative isn’t just about age. It’s about making sure everyone, from young parents to seasoned experts, feels they can contribute their best.
We’re building a company where human potential isn’t limited by age or personal circumstance. Because the future of work must include those who helped build its foundation.
