Time Up: We Can’t Build Tomorrow With Yesterday’s Workforce

The mandatory retirement age for public servants in Ghana has been established at 60. The 1992 constitution is clear on this. However, the practice of extending contracts for retirees, particularly among high-ranking officials and educators, has become common. While some contend that experience justifies such extensions, they often hinder the advancement of fresh minds.

The recent decision by His Excellency John Dramani Mahama, President of the Republic of Ghana to suspend post-retirement contracts in the public sector is not only a courageous decision but also visionary. With youth unemployment posing a significant national challenge, this step highlights the necessity of restructuring our workforce to provide younger generations with opportunities to meaningfully contribute to our nation’s progress.

The Late Kofi Annan, former UN Secretary-General, famously stated, “Young people should be at the forefront of global change and innovation. Empowered, they can be key agents for development and peace.” With more than 57% of Ghana’s population aged under 25, according to the Ghana Statistical Service (2021), there is an abundance of energy, creativity, and potential that must be harnessed. Without intentionally creating opportunities for growth and leadership, this potential may remain untapped.

The issue lies within the system itself. There is no denying the fact that many public institutions see individuals who should have retired gracefully continuing to hold decision-making roles on contract. Some of these people frequently resisting change or new ideas. Nobel Laureate Muhammad Yunus commented, “Old minds are good for giving advice. But the world needs new minds to solve new problems.” This is not a matter of discrediting the elderly; rather, it’s about the necessity for each generation to have the opportunity to make its impact.

Let me hasten today that a lot of ground-breaking innovations have emerged from youthful innovators. Tech leaders like Steve Jobs and Mark Zuckerberg, along with Ghana’s Gregory Rockson from mPharma, achieved significant breakthroughs before turning 35. This means that when we keep people in office beyond their retirement age, it suppresses this creative drive.

The economic ramifications are substantial as well. As a country, we allocate billions of cedis each year to salaries and pensions. Allowing retirees to receive both their pensions and contract salaries puts additional strain on an already burdened national budget. A study by the African Development Bank (AfDB) (2020) indicated that public wage expenses in numerous African nations are unsustainable. This urges reforms that include “aligning workforce planning with fiscal realities and generational renewal.”

Moreover, the situation adversely affects the morale of younger employees. When senior roles are occupied by retirees on extended contracts, it conveys a discouraging message to ambitious professionals-that regardless of their skills or qualifications, they may have to wait years for a chance to advance. This scenario fosters frustration and contributes to brain drain.

According to the International Organization for Migration (IOM), thousands of young professionals leave Ghana annually. They cite a lack of opportunities.

While retirees deserve recognition for their contributions, there must be an acknowledgment that effective leadership includes knowing the right time to step aside. Leadership expert John Maxwell aptly summarized this when he said, “A leader is great not because of his or her power, but because of his or her ability to empower others.” Allowing new leaders to emerge empowers the next generation.

This is not to suggest that retirees lack value. On the contrary, we should create formal avenues for mentorship and consultancy roles for retired professionals. Their vast experience can still benefit the nation-just not through positions designed for others. Encouraging them to establish think tanks, write books, offer mentorship, and invest in future leaders could transform the societal landscape. Imagine if every retired head teacher started a leadership academy, or every retired doctor founded a local clinic or health NGO-this would symbolize a nation genuinely evolving.

Nevertheless, the implementation of the President’s suspension of the anathema must be carried out with fairness and transparency. This is because such directives have historically been inconsistently applied, often circumvented by political figures and those with connections. For this policy to achieve its goals, it must be universally enforced, regardless of status or political ties.

The policy also provides a vital opportunity for public institutions to adopt succession planning. Entities such as the Ghana Education Service and the Civil Service need to begin preparing younger employees early, equipping them with the leadership and technical skills necessary for seamless transitions. The Former US President Barack Obama expressed, “The world needs young people who are not only well-educated but also well-prepared to lead.”

In conclusion, we are at a critical juncture as a country. The suspension of post-retirement contracts is more than a staffing measure. It represents a broader social and economic reform focused on inclusivity, innovation, and sustainability. Let retirees pursue rest or engage in entrepreneurship, consultancy, and mentorship. It is time for the youth to rise, take charge, and assume accountability. The future of our country hinges on not repeating the past, but on preparing for what lies ahead.

As Kwame Nkrumah once stated, “The future is bright. The future is ours.” Let us embody this vision by making room for new perspectives to shape the Ghana of our dreams.

WRITTEN BY: WISDOM KOUDJO KLU, EDUCATIONIST/COLUMNIST, GREATER ACCRA REGION. [email protected]