22 October 2025
In the rapidly evolving world of finance, the concept of longevity is no longer about clients living longer - it’s about what happens within the industry. A recent article from the CFA Institute, titled “Six Ways Longevity Is Transforming Investment Careers,” offers a rich exploration of how longer lives and extended working careers are reshaping investment professionals, firms and the entire talent ecosystem.
As more people aspire to and actually spend 60 + years in the workforce, the implications for investment careers are profound. Below we unpack its six themes - and why they matter for members of CFA Society Italy.
1. Managing multigenerational teams
Today’s investment firms may host five or more generations simultaneously - from Traditionalists through Gen Z. Each cohort brings distinct communication styles, values and expectations. The article highlights three types of conflict: behaviour‑based (how people work), value‑based (what people value) and identity‑based (how people view each other). For CFA Society Italy members in leadership or HR roles, this means proactively designing work models (reverse mentoring, inclusive leadership, flattening hierarchies) that harness generational diversity rather than allowing it to become a blind spot.
2. Redefining career paths for longer working lives
Extended lifespans and delayed retirements mean traditional career ladders are no longer fit for purpose. Early‑career professionals face more job mobility, mids both up‑skill and adapt to new roles, and senior figures must place greater emphasis on succession and knowledge retention . For Italian professionals, this suggests rethinking how you build your own career narrative - moving from “rise to retirement” to “evolve across decades” - and how your firm supports you.
3. Preparing for the great wealth transfer
As households live longer and wealth changes hands across generations, the nature of clients and their needs shifts. The article notes the significance of women inheriting large fortunes and the need for wealth‑management theories focused on accumulation and decumulation over longer lifespans.
For CFA Society Italy members working in advice or asset‑management roles, this signals opportunity: you can differentiate by embracing longevity‑tailored advice - covering life‑span investing, retirement income strategies and client education.
4. Building health and resilience into firm culture
Professionals working into their 70s require environments that support physical health, mental well‑being and purposeful work. The article flags that retirement age may come later, caregivers may take longer breaks, and chronic conditions become more prevalent in the workforce .
For Italian firms and practitioners alike, this raises important questions: Are your workplace structures age‑friendly? Are you investing in health, learning, and job flexibility? Are you ready for new modality of retaining talent over decades?
5. Bridging digital gaps across generations
The distribution of digital tools isn’t uniform across age, and the article emphasises that learning style, not age per se, predicts adoption of new technologies.
For CFA Society Italy members working in technology‑enabled investment roles, this means prioritising inclusive up‑skilling mechanisms - training that addresses different learning preferences, as well as fostering cross‑generational tech bridges within teams.
6. Supporting caregivers and retaining mid‑career talent
The “sandwich generation” - i.e., employees simultaneously caring for children and aging parents - is increasingly present in the financial sector. Such dual roles can derail promotions, increase attrition and lower productivity .
In Italy’s context of aging population and tradition of family support, this topic is deeply relevant. Investment firms and professionals should anticipate caregiving burdens, build policy frameworks (paid leave, backup caregiving support), and ensure mid‑career talent isn’t lost.
Why this matters for CFA Society Italy Members
For members of CFA Society Italy, this article serves as both a wake‑up call and a roadmap. It’s not just about market strategies or product innovation - it’s about managing the human capital of the investment industry. As careers lengthen and demographics shift, the real competitive edge will come from how firms and professionals adapt to long‑life working, multigenerational teams, digital transformation and evolving client needs.
Whether you are shaping your personal career path or helping design your firm’s talent strategy, recognising longevity as a core driver ensures you remain relevant - and resilient. In other words: mastering investments is only half the challenge; thriving in a longer‑working‑life environment is the other half.