The funding business’s biggest asset has at all times been its individuals. As populations age and careers lengthen, that asset is altering in methods corporations can’t ignore. In line with analysis from Stanford[1], dwelling to 100 is more and more changing into the norm in lots of international locations together with the USA, with our careers anticipating to stretch over 60 years, underscoring how longer, more healthy lives are redrawing the boundaries of labor.
For funding corporations and professionals alike, this longevity shift is rewriting the foundations of profession development. Whereas a lot of the dialogue round growing old focuses on altering shopper priorities, notably wealth switch and pensions[2], the larger disruption could come from inside. That’s, tips on how to handle as much as 5 generations of execs below one roof, preserve them studying, and maintain productiveness and well-being throughout longer, less-linear careers.
To discover these challenges, CFA Institute carried out a literature assessment and interviews with business consultants. Our findings spotlight six themes with sensible actions for leaders in search of to align longevity, inclusion, and agency efficiency.
1. Managing Multigenerational Funding Groups
An funding agency’s worth lies, largely, in its human capital. Capital is more and more formed by completely different working generations[3], starting from Traditionalists to Technology Z, which is a dynamic that may deliver intergenerational friction. Corporations ought to pay attention to three conflicts[4]–[5]:
Habits-based: variations in communication types.
Worth-based: conflicting work values, reminiscent of autonomy versus objective.
Identification-based conflicts: stereotypes and perceptions between generations.
How conflicts are skilled range by profession stage. Junior analysts could battle to really feel heard by senior colleagues with extra conventional values. Mid-career portfolio managers usually stability expectations from each junior and senior employees. Chief Funding Officers (CIOs) face the problem of aligning multigenerational groups round shared objectives regardless of differing work types.
Beneficial Actions
In line with the AARP, 83% of worldwide executives in 36 OECD international locations see multigenerational workforces as key to long-term success[6]. Nevertheless, reactive battle administration is unsustainable. Corporations ought to take into account:
Proactive measures like reverse mentoring that empower youthful members to assist others as mentors, intergenerational studying to foster data alternate and engagement throughout all ranges[7], and communication protocols to shut generational gaps.
Shared management fashions that give all staff, no matter age or profession stage, a voice in decision-making to foster inclusion and collaboration.
2. Redefining Profession Paths for Longer Working Lives
To maintain dwelling requirements and deal with labor shortages from declining beginning charges, the OECD predicts that many international locations will want individuals to work past conventional retirement ages of 60 or 65[8]. An identical development seems in our Way forward for Work analysis, the place 10% of 11,000 CFA Institute members surveyed globally have been aged 61 and older[9].
Longer careers influence funding roles in another way. Analysts could take a versatile strategy to early improvement, preferring to build up common data first over instantly specializing in a selected sector or business. This usually entails altering corporations and jobs comparatively ceaselessly — a sample that’s changing into more and more frequent amongst early-career professionals throughout sectors, a lot of whom keep in roles for now not than two years[10].
Mid-career portfolio managers could repeatedly upskill in accordance with evolving shopper wants. Lastly, CIOs will doubtless undertake long-term methods, together with succession planning, data retention, and versatile function design, to take care of workforce stability as profession spans lengthen.
Beneficial Actions
Have common conversations with staff to know evolving profession objectives, upskilling aims, and anticipate adjustments like delayed retirement.
Discover versatile hiring fashions like job sharing and part-time roles to show demographic shifts into strategic benefits and deal with labor shortages.
3. Getting ready for the Nice Wealth Switch
Inhabitants growing old means extra shoppers will doubtless should stability earnings technology with capital progress in later life in anticipation of dwelling and dealing longer. This contrasts with conventional decumulation methods that concentrate on earnings (drawdown). Longevity can also be altering who manages wealth: globally, ladies outlive males by 5 to 6 years and, in the USA, widowed ladies are anticipated to inherit nearly $40 trillion from their spouses[11]–[12]. Funding professionals in any respect profession phases should adapt tender and technical abilities to serve shoppers over longer relationships, a lot of whom will doubtless be ladies.
Beneficial Actions
Leverage a extra granular strategy to analyzing demographic shifts. For instance, recognizing the distinct traits of micro-segments, reminiscent of people which are self-sufficient versus these which are care-dependent, may help to sharpen funding technique and enrich shopper engagement.
Deepen technical experience in retirement earnings methods, longevity danger, and monetary literacy to assist long-term shopper outcomes.
4. Constructing Well being and Resilience into Agency Tradition
Well being is central to the longevity dialog. Whereas shopper funding developments are shifting, the expectations funding professionals have towards their employers are evolving as nicely. Particularly, whereas the high-pressure setting attribute of the funding business has been current throughout all profession phases, longer profession spans imply these calls for now lengthen additional into later life[13]. Moreover, as professionals stay within the workforce for longer, they’re extra prone to expertise age-related persistent well being circumstances whereas nonetheless working, which has value implications for employers[14].
Concurrently, ideas like “profitable growing old”[15] are inserting larger emphasis on holistic well being assist. Consequently, corporations could also be more and more anticipated to rethink conventional well being protection and spending to incorporate assist for psychological well being and social connection, alongside bodily well being wants that emerge as we reside and work longer.
Beneficial Actions
Broaden office initiatives. Think about proactive healthcare screenings, wholesome growing old training, and resilience coaching to assist longer, more healthy working lives.
Configure bodily workspace with ergonomic and age-friendly designs, together with adjustable furnishings, improved lighting, and accessible layouts.
5. Bridging Digital Gaps Throughout Generations
Willingness is commonly assumed to be the defining issue for adopting AI and digital applied sciences[16]. A current survey, nevertheless, discovered that variations in adoption charges are extra intently linked to variations in studying types throughout generations at the moment within the workforce[17]. This suggests that as funding corporations put money into new applied sciences to satisfy the evolving wants of shoppers throughout an prolonged lifespan, reminiscent of for retirement planning, it’s important that staff are sufficiently educated to make use of these instruments successfully. This coaching ought to assist completely different studying types to assist all workforce members excel.
Beneficial Actions
Optimize inclusion in coaching. Fast fixes contain providing coaching by way of completely different codecs, reminiscent of hands-on workshops and digital tutorials. Adjusting program content material to deal with diversified studying types throughout generations would symbolize a significant long-term enchancment.
Domesticate lifelong studying. Offering on-line and offline alternatives to study and rewarding staff’ efforts to undertake new applied sciences can each be thought-about.
6. Supporting Caregivers and Retaining Mid-Profession Expertise
Extra professionals are balancing work with unpaid eldercare: 37.1 million Individuals are caring for these aged 65 and older[18]. This burden falls heaviest on the “sandwich technology” (sometimes aged 40 to 59), who present each baby and elder care. These tasks fall disproportionately onto ladies[19].
In funding corporations, mid-career professionals reminiscent of portfolio managers are most affected. In our Way forward for Work report, the typical age of portfolio managers we surveyed was 42[20], an age the place many professionals are navigating each profession calls for and rising caregiving tasks. Moreover, analysts could face oblique pressure when masking for colleagues on prolonged caregiving depart, even when they’re sometimes at an earlier stage in life and fewer prone to have elder care duties themselves. Lastly, CIOs should stability sustaining workforce productiveness with supporting staff who’ve caregiving tasks.
Beneficial Actions
Assist handle elder care and work. This contains increasing well being advantages to cowl dependents, creating paid caregiving depart insurance policies[21], and establishing worker useful resource teams that improve peer assist.
Proactively equip staff and managers. Put together staff with out present caregiving roles for future tasks by way of focused training and sources, and practice managers to successfully navigate work–care conversations.
The Backside Line
Responding to the six themes requires effort, however resisting change prices extra. In a 2024 survey with 1,200 respondents, 32% of US staff offering elder care to an grownup member of the family or beloved one took depart, 27% decreased working hours, and 16% declined promotions, all impacting productiveness[22]. In Hong Kong SAR, elder care duties will value employers an estimated $921 million (7.2 billion HKD) by 2060 as a result of missed profession developments[23]. In the meantime, UK employers lose $41 billion (30.8 billion GBP) yearly as a result of misplaced output ensuing from early retirements, ill-health, and caregiving-related resignations[24].
Wanting Forward
Longevity is undoubtedly shaping the funding occupation, and corporations ought to begin planning to strategically maximize the worth of their human capital. However long-term success requires ongoing dialogue to remain forward of demographic shifts and guarantee technique evolves in keeping with such adjustments. This put up marks the start of this dialog. Watch this area.
[1] Stanford Heart on Longevity (2022) The New Map of Life a Report from the Stanford Heart on Longevity
[2] Goldman Sachs (2025) The best way to Make investments because the International Inhabitants Ages
[3] Ratanjee, V. (2025) ‘Main the 5-Technology Workforce: From Age Gaps to Benefits’, Forbes
[4] Ozolina, J., Saitere, S. and Gaile-Sarkane, E. (2024) ‘Bridging Generational Gaps: Decreasing Battle and Enhancing Collaboration in Office’, Proceedings of the twenty eighth World Multi-Convention on Systemics, Cybernetics and Informatics (WMSCI 2024)
[5] Appelbaum, S.H., Bhardwaj, A., Goodyear, M., Gong, T., Sudha, A.B. and Wei, P. (2022) ‘A Examine of Generational Conflicts within the Office’, European Journal of Enterprise and Administration Analysis, 7(2), pp. 7-15.
[6] AARP (2020) International Insights on the Multigenerational Workforce
[7] Rupčić, N. (2018) ‘Intergenerational Studying and Data Switch – Challenges and Alternatives’, The Studying Group: An Worldwide Journal, 25(2), pp. 135-142.
[8] OECD (2025) OECD Employment Outlook 2025
[9] CFA Institute (2022) The Way forward for Work in Funding Administration
[10] Constancy Investments (2022) Constancy Examine Exhibits Younger Professionals on the Transfer: Six-in-Ten Have Modified Jobs Throughout the Pandemic or Anticipate to Be at a Completely different Firm Inside Two Years
[11] Cerulli Associates (2024) Cerulli Anticipates $124 Trillion in Wealth Will Switch By 2048
[12] Dattani, S. and Rodés-Guirao, L. (2023) Why Do Girls Stay Longer Than Males?
[13] Funding Banking Council of America (2024) The Reality Behind 100-Hour Work Weeks in Funding Banking
[14] Marsh McLennan Company (2025) 2025 Worker Well being and Advantages Developments
[15] Fernández-Ballesteros, R. (2019) ‘Chapter 1 The Idea of Profitable Growing older and Associated Phrases’, in Fernández-Ballesteros, R., Benetos, A. and Robine, J-M (2019) The Cambridge Handbook of Profitable Growing older. Cambridge: Cambridge College Press, pp. 6-12.
[16] Ferdous, S. (2023) Are Older Employees Prepared for an AI Takeover at Work?
[17] Technology (2024) Age Proofing AI: Enabling an Intergenerational Workforce to Profit from AI
[18] U.S. Bureau of Labor Statistics (2023) Celebrating Nationwide Household Caregivers Month with BLS Knowledge
[19] Caregiver Motion Community (2025) The Sandwich Technology: Balancing Look after Dad and mom and Youngsters
[20] CFA Institute (2022) The Way forward for Work in Funding Administration
[21] Dychtwald, Ok., Fulmer, T., Morison, R. and Terveer, Ok. (2025) Your Firm Wants an Eldercare Coverage
[22] Cobbe, T., Mumford, D., Mantooth, J., Van Gaal, C., Balint, A., Wrobel, M., Raimondi, A. and Keenan, T.A. (2024) ‘Working Whereas Caregiving: It’s Sophisticated’, S&P International
[23] HSBC (2019) Eldercare Hong Kong The Projected Societal Price of Eldercare in Hong Kong 2018 to 2060
[24] Smith, E. (2025) ‘The Ageing Workforce Must be Central to UK Progress Ambitions’, The Monetary Instances
