Unlocking the Potential of Age Diversity in the Workplace
Creating a workplace that embraces all ages isn’t just an ideal – it’s a necessity for sustainable growth. In a recent episode of The Inclusive Growth Show, I spoke with Michael O’Reilly, founder of the Age Diversity Network, who is committed to tackling ageism in the workplace and unlocking the potential of a multi-generational workforce. Here are some key takeaways from our conversation that can help organisations create an environment where every age group can thrive.
Understanding Ageism in the Workplace
Michael’s journey into age diversity advocacy began with his personal experiences. As he advanced in his career, he noticed that opportunities became scarcer, and his experience was often overlooked. His organisation, Age Diversity Network, was created to support both individuals facing age-related barriers and companies looking to diversify their age demographics.
Key point: Many organisations unintentionally create barriers that prevent older employees from thriving or even applying. This can include stereotypical views about experience, adaptability, or expected salaries – all of which limit access to a valuable talent pool.
The Role of Organisations in Promoting Age Inclusion
Michael emphasised the importance of creating an inclusive hiring process and highlighted the benefits of a multi-generational workforce. Age diversity workshops are one way to break down misconceptions, showing organisations how older employees’ experience and expertise add depth and mentorship capabilities to their teams.
Tip for leaders: Regularly assess your recruitment practices to ensure they are age-inclusive. Are job descriptions unintentionally biased? Do they contain terms or requirements that discourage older candidates from applying?
Overcoming Common Barriers for Older Workers
One significant barrier for older workers is automated hiring systems that often overlook applicants without specific keywords. Michael recommends supporting older job seekers by helping them tailor applications effectively and offering more direct, human-centred recruitment approaches that go beyond algorithm-driven assessments.
Actionable insight: Make recruitment processes more accessible by combining automated tools with manual reviews and human interactions to avoid inadvertently screening out older candidates.
Why Age Diversity Matters for Organisational Growth
Organisations benefit when they embrace the diverse perspectives and skills each age group brings to the table. Younger employees often bring technological fluency and fresh perspectives, while older employees provide mentorship, experience, and insights honed over years.
Building a Truly Inclusive Culture
Building age diversity into your organisational culture requires more than policy. It requires action and a commitment to respect and value each individual, regardless of age. Michael’s advice is simple: “If you need help to improve age diversity, ask for it.” Consulting organisations like the Age Diversity Network can offer valuable support and guidance.
Let’s Create Age-Inclusive Workplaces
To learn more about how to cultivate age diversity in your workforce, connect with Michael O’Reilly on Age Diversity Network’s website. Let’s continue to build workplaces that value every stage of experience, drive, and expertise.
