How do you, either as an individual or as a company, deal with "aging" phenomenon?

To me, the simplest answer seems to be building your own business so you don't have to worry whether you'll still be employable at 50 or 55.

But let me use my own country as an example:

In Slovakia, the retirement age is around 65, and it keeps increasing. At the same time, our pension system is under pressure because there aren't enough working people to support it, but that's a separate discussion.

The reality is that many people over the age of 45 already struggle to find new jobs. They're often perceived as less adaptable, "too senior," or not as young and dynamic as younger candidates.

As a result, many stay in companies they no longer enjoy simply because changing jobs feels risky.
That's actually why I asked yesterday about how often people switch jobs.

In some cultures (Japan is a good example), older members of society are highly respected for their experience.

But if we're being realistic, experience from the past doesn't always translate into leading technological innovation.

Today, many of the people setting the agenda in technology seem to be under 30, or at least that's how I see it.

How should we approach ageing and preventing "ageing unemployment"?

Not only from the perspective of an individual who wants to remain employable, but also from the perspective of a company. On one hand, rejecting older candidates can feel discriminatory. On the other hand, companies need to keep growing and adapting.

So what's the secret ingredient? Is it continuous learning? Investing in training? Reskilling? Designing roles differently? How can companies ensure that experienced employees continue to create value, while also staying competitive in a rapidly changing world?