New white paper explores how to build a career that lasts

A new white paper from Dr Naeema Pasha, Founder of the World of Work Institute and Visiting Fellow at Henley Business School, argues that many of the systems designed to support careers are no longer fit for purpose. Drawing on an original narrative study with 40 people aged between 19 and 85, the paper examines the realities of navigating a longer career.

Rethinking careers: Last, Adapt, Rise.

The interviews highlighted three consistent factors across all generations that determine career sustainability but aren’t being supported by current systems and frameworks: the physical, financial and psychological capacity to last; the ability to adapt through learning and reinvention; and the opportunity to rise through equitable and meaningful work.

Every participant involved in the study reported having to navigate long-term financial planning largely on their own, with little support from schools or employers. Looking to AI, it was professional identity, rather than age, that emerged as a strong predictor of how employees responded to new technologies, which challenges common assumptions in workforce development.

Across all age groups, participants identified meaning, relationships and purpose as the strongest contributors to career longevity, ranking them ahead of income, status and job security.

The paper also highlights persistent structural barriers, including ageism, gender inequality and racial discrimination, as well as the growing impact of loneliness across different career stages.

Solutions for supporting much longer careers

To tackle these issues, the paper suggests the LAR framework: Last, Adapt, Rise. Through proposals for organisations, policy makers, educators and individuals, it argues that sustainable careers cannot be achieved through resilience initiatives alone. Instead, organisations need to rethink how they support learning, health, career transitions and inclusion throughout increasingly lengthy and non-linear working lives.

Recommendations include embedding financial literacy support, investing in learning at all career stages, redesigning AI upskilling programmes around professional identity, and recognising the value of experience and wisdom among older workers.

The themes explored in the paper will be discussed at the upcoming World of Work Conference 2026: A 100-Year Career - Last. Adapt. Rise, which will see academics, employers, HR professionals and policymakers come together to examine the future of work and how organisations can help people thrive across longer careers.