As global populations age and workforce participation patterns evolve, the importance of sustainable and inclusive career development across the lifespan becomes increasingly evident. While the United Nations' Sustainable Development Goal 8 (SDG8) promotes decent work for all, it does not explicitly address the needs of older workers. This omission overlooks a growing demographic that is both diverse and vulnerable to precarious employment, economic insecurity, and diminished well-being.
This presentation explores how career psychology can contribute to sustainable development by advocating for the inclusion of older workers in the decent work agenda. It draws on a lifespan perspective, highlighting how individuals may re-enter earlier career stages—such as exploration or establishment—when re-engaging with work later in life. This process, often referred to as "mini-cycling," reflects the dynamic and non-linear nature of career development.
Findings from research into the motivations and experiences of post-retirement workers are discussed, offering insights into how older adults navigate career transitions and sustain engagement. These findings underscore the importance of career adaptability—through control, concern, confidence, and curiosity—as individuals seek meaningful work later in life.
Career development programs must continue to be inclusive, flexible, and grounded in lifelong learning. By encouraging age-diverse workplaces and implementing policies that support meaningful engagement at all stages of life, organizations and policymakers can ensure that older workers are empowered to contribute to sustainable economic and social development.