Senior mentors: the untapped resource in schools and universities

The Swiss education sector is facing a paradoxical situation: on the one hand, there is a shortage of qualified teachers in all areas, while on the other, hundreds of experienced educators retire every year and their knowledge and skills are often irretrievably lost. Yet recent studies show that more than 60% of older employees feel able to work until retirement age or beyond (Deloitte, 2023). In the education sector, this willingness could help solve one of society's most pressing problems.

The shortage of teachers is reaching critical dimensions

The figures speak for themselves: Swiss schools are struggling with an acute staff shortage, which is being exacerbated by demographic trends. Subjects such as mathematics, science and IT are particularly affected, but there is also a shortage of qualified teachers at primary level. The situation is exacerbated by the fact that many experienced teachers are reaching retirement age and taking their decades of expertise with them.

Universities and universities of applied sciences are facing similar challenges. While student numbers are rising, it is becoming increasingly difficult to find qualified lecturers and professors. At the same time, highly qualified specialists are leaving universities to join the private sector or retire.

This development has far-reaching consequences: Larger class sizes, increased workloads for remaining teachers and ultimately a deterioration in the quality of education. There is an obvious solution right before our eyes - the reactivation and integration of experienced professionals over 50 who wish to continue their careers in education or pass on their knowledge after a career in the private sector.

Why 50-plus talent enriches the education system

The 50-plus generation has qualities that are invaluable in the hectic world of education. Decades of professional experience have taught them to explain complex issues clearly, to respond patiently to different types of learners and to remain calm even in difficult situations. These skills are not only valuable in traditional teaching situations, but especially when dealing with students with behavioral problems or challenging classroom situations.

Older employees have a strong awareness of quality (JOIN, 2023), which is reflected in careful lesson preparation, well thought-out didactics and individual support for learners in the education sector. They have a natural authority that is not based on the exercise of power, but on respect and experience. This form of leadership is particularly valuable at a time when traditional authority structures are being questioned.

In addition, Senior Talents often have a broad network in the business world that can be used for practical training and career guidance. They can build bridges between theory and practice and show young people realistic prospects for their professional future.

Successful integration in other sectors as a model

While the education sector is still hesitant, other industries have already successfully demonstrated how valuable the integration of senior talent can be. CARIFY, for example, benefits from reliable senior chauffeurs who not only impress with their driving experience, but also with their customer focus and reliability. This success story shows that older employees not only contribute their professional skills, but also enrich teams with their work ethic and social skills.

Best practices include the introduction of mentoring programs in which older employees systematically pass on their knowledge to younger employees (Deloitte, 2023). This concept can be seamlessly transferred to the education sector: experienced retired teachers could act as mentors for young professionals, passing on their pedagogical expertise while remaining active in the classroom.

Practical strategies for educational integration

The successful integration of senior talent in the education sector requires well thought-out strategies and flexible working models. Flexible part-time models and job-sharing concepts for older people are rated as particularly successful (Right Management, 2023). In the education sector, such models could take various forms: from taking over individual lessons to co-teaching models in which experienced and young teachers teach together.

Mentoring programs are another promising strategy. Retired professionals could act as coaches for young professionals, helping them to prepare lessons and supporting them in difficult situations. This form of collaboration would not only promote young talent, but also give senior talent a meaningful and valued role.

Project-based collaboration offers a further opportunity for integration. Experienced specialists could lead special projects, conduct workshops or act as guest lecturers for specific subject areas. This form of collaboration is particularly flexible and allows specific expertise to be used in a targeted manner.

Universities and universities of applied sciences could recruit emeritus professors and retired business executives as lecturers or guest lecturers. Their practical experience would enrich academic education with valuable practical references and give students realistic insights into the professional world.

Recognizing and overcoming challenges

Despite the obvious advantages, there are still prejudices against older workers in the education sector. Older workers are twice as likely to experience discrimination due to their age (Hays, 2023). This discrimination often manifests itself in the assumption that older teachers can no longer handle modern technologies or are not flexible enough for new pedagogical approaches.

However, the reality is different: Many senior talents are perfectly willing and able to continue their education and learn new methods. What they need is appropriate support and training opportunities that are tailored to their specific needs.

Another aspect is the need to design age-appropriate workplaces. This concerns not only ergonomic aspects, but also work organization and technical equipment. Educational institutions that want to successfully integrate senior talent must be prepared to invest in the appropriate infrastructure.

The fact that 70% of companies in Switzerland see demographic change as a risk (Adecco, 2023) shows that a rethink is urgently needed. Instead of viewing the ageing population as a problem, educational institutions should recognize the opportunities that arise from the integration of experienced professionals.

A paradigm shift is overdue

The education sector is faced with a choice: either it opens itself up to the valuable resources of the 50-plus generation or it further exacerbates the existing shortage of skilled workers. Examples from other industries clearly show that the integration of senior talent is not only possible, but also extremely profitable.

Educational institutions that act now and develop innovative concepts for the integration of older skilled workers will gain a decisive advantage. Not only can they solve their staffing problems, but they can also improve the quality of their educational programs in the long term.

The combination of youthful vigor and experienced composure, innovative ideas and proven methods could give new impetus to the education system. Senior mentors not only bring professional expertise, but also life experience, which is invaluable in an increasingly complex world.

It is time to recognize and utilize the potential of the 50-plus generation in the education sector. The solutions to the teacher shortage are not far away, but right on our doorstep - in the experience and expertise of those who would like to pass on their knowledge.