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The Parliamentary Office of Science and Technology reported in October 2011: "There is a sharp decrease in training once workers reach their mid-50s. Employers commonly believe that they will not get a good return on their investment in training for older workers."

Another study contends that older workers themselves are reluctant to undertake further learning activities, believing they may be too old to change and, besides, having been in work for so long, there is nothing left for them to learn. These doubts are echoed amongst employers, some of whom believe that older workers have lower cognitive faculties and are simply unable to learn. Research indicates, though, that in fact this is a tragic myth.

A 2011 report by the Health & Safety Executive found that cognitive and physical performance varies hugely, and although it does change with age, advanced age is a poor predictor of either physical or cognitive performance. In other words, the over 50s are no less likely to be effective learners and capable performers than their younger colleagues.

Yet in an academic survey reported by the CIPD, fewer than three percent of over 50s without qualifications had been involved in job-related training in the previous month, compared with more than ten percent of their younger colleagues. "This is a shocking scenario," says Robin Hoyle.

"As retirement is postponed and those over fifty make up a greater proportion of the workforce than ever before, it really is time that learning and development departments start to recognise the needs and aspirations of older workers.  It’s an enormous waste that this group is so often overlooked by those organising training initiatives" said Robin, who believes that it’s time to challenge some long-held beliefs about older workers. He’ll be giving practical hints and tips on how to support "grey talent" in a free, knowledge-sharing webinar for the Corporate eLearning Consortium at 11 a.m. GMT on 28 February.