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Taiwan is now officially a super-aged society but are workplaces truly prepared? Even though there are labor shortages across various industries, a recent survey found that 60% of middle aged and older worker have experienced ageism. Today we talk to talented retirees about their difficulties in returning to the workforce.

Holding a model airplane, Eade, 73, holds dual bachelor’s degrees from Stanford University and the University of Arizona. He speaks eloquently about the plane’s structure and design. Eade retired from a well-known tech company at the age of 68. He wants to return to the workforce and utilize his talents, but he never thought he’d encounter constant obstacles.

Eade
Retired CEO of Tech Factory
Since we’ve reached retirement age, salary and material things aren’t our biggest concerns. So we maintain a degree of flexibility. But your expertise definitely has its inherent value and I see it as a sign of respect. However, the other party might see it as an issue. On the one hand, they might feel sorry for you; on the other hand, they could hire more people for the same amount of money.

Ms. Chiu used to earn a six-figure monthly income in a traditional industry. She wants to find employment again after retiring but says the job openings available are completely unrelated to her professional background.

Ms. Chiu
Representative of older job seekers
I chose to retire relatively early, but I didn’t mean to stop working entirely. I can find some assistant jobs. Many people think that older people may not be able to humble themselves. Employers might feel that since you’ve held such high-level positions before, it could be difficult for you to take on sales or other lower-level tasks afterwards—they worry you might not be able to handle them.

Tseng Chung-wei
Jobseekers’ website spokesperson
Returning to the workforce is particularly challenging for middle-aged and older people. The top concern is age discrimination, which leads to difficulty finding work. In addition, their roles may be replaced by younger employees, they may lack some of the necessary skills for certain positions, and their employment options are more limited.

When middle-aged and older people return to the workforce, their supervisors may even be younger than they are. Companies also need to consider management and salary issues, as well as the structure of the labor force. There is still considerable room for improvement in how these challenges can be balanced within an aging, low-birthrate society.

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