Ageism is one of the last widely accepted biases in today’s workplace.

It costs organizations more than they realize. Despite the push for inclusive hiring, age diversity is often excluded from DEI strategies.

Older professionals face stereotypes, assumptions, and structural barriers that prevent them from fully participating in or advancing through the workforce.

And yet, they bring experience, resilience, and institutional wisdom that younger generations often haven’t had the time to develop.

Inclusion applies across the lifespan.

As workforce demographics shift, companies must recognize ageism as a legitimate equity issue and address it with the same urgency as race, gender, and disability inclusion.

Understanding Ageism at Work

The World Health Organization defines ageism as the stereotyping, prejudice, and discrimination against individuals based on their age.

In the workplace, this shows up in hiring practices, biased performance evaluations, assumptions about tech adaptability, and exclusion from training or promotion opportunities.

According to AARP, nearly two in three workers aged 50 and older have seen or experienced age discrimination at work (AARP, 2023).

This isn't just about hurt feelings—it's about economic security, talent retention, and organizational blind spots.

Myths About Older Workers (and the Truth)

• Myth: They resist change or struggle with technology.
  Truth: Older professionals are highly adaptable when given training and support. Many were the early adopters of tools that younger workers take for granted today.

• Myth: They’re too close to retirement to invest in.
  Truth: People are working longer than ever, often out of both choice and necessity. Hiring an experienced worker can lead to long-term retention, not short-term turnover.

• Myth: They’re not innovative.
  Truth: Innovation doesn’t belong to one age group. Creativity grows from perspective, and experience is one of its richest sources.

Why Age Inclusion Benefits Everyone

When older professionals thrive, workplaces benefit. Multigenerational teams bring diversity of thought, mentorship opportunities, and knowledge transfer that’s vital for sustainable success.

Age-diverse teams can improve team performance, reduce turnover, and boost morale across the board.

According to research by the OECD, age-diverse firms tend to have higher productivity—especially when roles are aligned with each worker’s strengths (OECD, 2020).

Integrating age inclusion into DEI strategy creates a more stable, skilled, and future-ready workforce.

Strategies to Combat Ageism in the Workplace

• Audit for Age Bias: Review job descriptions, interview questions, and internal communications for language that may unintentionally exclude older applicants.

• Train for Awareness: Include age-related bias in DEI and unconscious bias training. Ageism is often normalized. Education is the first step toward change.

• Champion Intergenerational Collaboration: Build mentorship programs that pair older and younger employees both ways. Reverse mentoring can be powerful.

• Ensure Access to Growth Opportunities: Provide reskilling, leadership training, and promotion pathways for employees of all ages.

• Make Age Inclusion Visible: Include older professionals in marketing materials, speaker panels, ERGs, and leadership showcases.

Final Thoughts

Organizations that prioritize age inclusion gain more than just a broader talent pool. They gain institutional knowledge, diverse insight, and a culture that values contribution across the lifespan.

Every employee, regardless of age, deserves a workplace that sees both their past accomplishments and their future potential.

How Diversity.com Helps You Build an Inclusive Future

At Diversity.com, we connect forward-thinking employers and job seekers who are committed to inclusion, equity, and meaningful change.

Whether you're refining your DEI strategy, searching for inclusive job opportunities, or staying ahead of policy shifts, we provide the tools and insights you need to lead with purpose.

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✔ Create a free employer account — Post open roles and hire with intention. Choose from flexible options: single listings, job credit packs, or subscription plans.
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✔ Create a free job seeker account — Apply for positions aligned with your values and skills.
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Sources & References:

• AARP. (2023). The Value of Experience: AARP Multicultural Work & Jobs Study. https://www.aarp.org/research/topics/economics/info-2023/work-jobs-study.html

• OECD. (2020). Promoting an Age-Inclusive Workforce: Living, Learning and Earning Longer. https://www.oecd.org/employment/promoting-an-age-inclusive-workforce.htm