Wokery at Work: Why a Growing Number are Choosing Early Retirement

In the past few years, we’ve seen a shift in workplace culture that’s leaving many seasoned professionals feeling burnt out, confused, and frustrated. It’s not the workload, but the new unwritten rules that seem to demand a form of mental gymnastics just to keep up. Terms like “woke culture,” “diversity,” “inclusivity,” and “DEI” (Diversity, Equity, and Inclusion) dominate the modern workplace. While these values aim to create a fair and welcoming environment, the way they’re being implemented often adds complexity, confusion, and, at times, a sense of injustice.

For many, this shift has transformed the workplace into a place of heightened sensitivity and stress. Professionals who once thrived in their roles now find themselves tangled up in a maze of politically correct language, mandatory pronoun usage, and sensitivity training. Conversations are no longer straightforward; instead, they’ve become a mental minefield where one wrong word could lead to serious repercussions.

Take, for example, a forensic scientist who was invited to lecture at a university. He left before even starting because he was told he needed to pass a quota of students, regardless of their competence. He couldn’t in good conscience teach students who might later make life-changing decisions in a courtroom without a solid grasp of the material. And he’s not alone—skilled professionals across the board are stepping back. Electricians, civil servants, and even HMRC inspectors are opting for early retirement because they find the current work environment unbearable.

A financial advisor recently told me about the pressures he faces at home, with children coming back from school carrying stress about what they can and cannot say. It’s as if we’ve created a new form of mental dis-ease—a toxic atmosphere where everyone must watch their words at all times. And the irony? Many of the people pushing these policies forward aren’t the ones who have to deal with the fallout. Instead, it’s the everyday employees and managers who are left to navigate these murky waters, often with little guidance or support.

This culture has also led to a shift in how promotions are handled. In some organisations, language and tone seem to carry more weight than skills and experience. Employees are being told to use the “right” inclusive language to be considered for a step up, rather than focusing on their competence or achievements. The result? We’re seeing less skilled management making poor decisions, which could have serious repercussions for the wider economy.

The exodus from the workforce has been staggering. Many have chosen early retirement not because they can’t work, but because they don’t want to deal with the increasing regulations and cultural complexities. The government seems to think this is a result of Covid, but there’s more to it. People are fed up with the mental gymnastics required just to keep up with the changing expectations. They’re tired of workplaces that feel more like obstacle courses than places of productivity.

What does this mean for the UK economy? It’s a ticking time bomb. We’re seeing skilled professionals leaving en masse, taking their expertise and experience with them. At the same time, businesses are left trying to fill the gaps with less experienced, less skilled workers who were promoted based on their adherence to new language rules rather than their ability to do the job well. The result is a drop in productivity and an increase in mistakes, which ultimately hurts everyone.

But there is hope. Many of those who have left traditional employment are now finding success as consultants, where they’re free to work without the constraints of corporate culture. Small businesses and self-employed professionals are flourishing, driven by clients who just want the job done without worrying about “woke” policies. It’s a silver lining, showing that there’s still a place for skilled work and common sense, even if it’s outside the corporate bubble.

So, what can we do? It’s time to recognise the valuable human capital we’re losing and find ways to bring these talented individuals back into the fold. We need to create environments where people are valued for their skills and experience, not just their ability to navigate the latest cultural trend. By doing so, we can tap into a wealth of knowledge and experience that’s currently sitting on the sidelines.

Let’s start a conversation about how we can shift the focus back to what matters—competence, skills, and human capital. Because when we prioritise these, we all win. It’s time to rethink the culture that’s driving people away and find a path forward that includes everyone—not just those who know the right words to say.

Questions & Answers

Q1: What do you mean by “Wokery at Work”?

Wokery at Work refers to the increasing emphasis on political correctness, inclusive language, and strict diversity policies in the workplace. While these initiatives often start with good intentions, they can lead to a complex and restrictive environment where employees feel they need to navigate a maze of new regulations and language rules just to do their jobs. Many feel they are spending more time worrying about how they say things than focusing on the quality of their work.

Q2: Why are experienced professionals opting for early retirement because of this culture?

Many skilled professionals are finding that the workplace has become too complicated and stressful due to excessive focus on language, pronouns, and diversity requirements. Rather than feeling supported, they feel constrained and unable to speak freely or make decisions based purely on merit. This pressure is pushing them to retire early or seek work outside of traditional employment where they can focus on their craft without the added burden of ‘woke’ policies.

Q3: Isn’t diversity and inclusivity important for a healthy workplace?

Absolutely. Diversity and inclusivity are vital for creating a fair and equitable workplace. The issue isn’t the principles themselves but how they are being enforced. When policies focus more on language and tone rather than real skills and experience, it can lead to an environment where people are promoted for saying the right things rather than doing the right things. This can damage team morale, hinder productivity, and ultimately result in poor decision-making.

Q4: How does this culture impact businesses and the wider economy?

When skilled professionals leave the workforce early, businesses lose valuable expertise and experience. This brain drain can lead to less effective management and a drop in overall productivity. It’s like removing the engine from a well-running machine—you might still have the frame, but it won’t go anywhere fast. Over time, this could harm the UK economy as businesses struggle to maintain standards with less experienced staff.

Q5: What can be done to retain skilled workers who feel pushed out by these changes?

It’s crucial for businesses to strike a balance between promoting inclusivity and recognising the value of competence and experience. By focusing on creating an environment where people are valued for their skills rather than their use of the latest buzzwords, we can make workplaces more welcoming and supportive for everyone. Listening to employees’ concerns and adapting policies accordingly can help retain experienced professionals who might otherwise leave.

Q6: Isn’t it good that more people are becoming consultants and starting their own businesses?

Yes, the rise of self-employment and consultancy is a positive outcome for many who have chosen to leave traditional employment. These individuals can now offer their skills on their own terms, free from the constraints of corporate culture. However, this also signals a problem within larger businesses, where talented people feel they can no longer thrive. If we address the root causes driving people away, we could create a workplace where both traditional employment and entrepreneurial ventures can coexist and flourish.

Q7: How does this relate to human capital development?

Human capital development focuses on enhancing people’s skills, experience, and potential. When experienced professionals leave due to a toxic or overly regulated environment, we lose a significant amount of this human capital. It’s essential to invest in creating workplaces that allow for genuine development based on competence and experience, rather than just ticking boxes. This way, we make the most of our human resources and ensure a stronger, more resilient workforce.

Q8: How can the Academy of Life Planning help individuals navigating this cultural shift?

The Academy of Life Planning offers holistic financial and life coaching, empowering individuals to take control of their future. We help clients plan for early retirement or explore new career paths that align with their values and skills. Our approach is centred on understanding your unique strengths and helping you leverage your human capital, so you can thrive in a way that suits you best. Whether you’re considering a career shift, starting your own business, or looking to make the most of your early retirement, we’re here to support you every step of the way.

Q9: What advice would you give to someone feeling overwhelmed by these workplace changes?

Firstly, you’re not alone—many people are feeling the same way. It’s important to remember that your skills, experience, and expertise still hold great value. Consider exploring options outside of traditional employment, like consultancy or freelance work, where you can focus on what you do best without the added pressure of complex regulations. And if you need guidance, the Academy of Life Planning can help you create a clear, actionable plan tailored to your goals.

Q10: How can businesses benefit from addressing these concerns about workplace culture?

Businesses that acknowledge these concerns and adapt their policies to value competence and experience will stand out in a competitive market. By creating a more balanced and supportive environment, they can retain top talent, boost morale, and enhance productivity. It’s about making sure inclusivity efforts complement, rather than overshadow, the core mission of delivering high-quality work and service.