Aging in the Workplace: Experience as a Source of Strength

As we and our communities across the world age, it has become increasingly important to understand how organizations can create working conditions that attract, support, and retain workers across the lifespan. According to a 2025 U.S. Census Bureau report, adults aged 55 and older have been the fastest-growing group in the labor force for over two decades, accounting for 24% of the U.S. workforce in 2022, up from just 10% in 1994. But not every workplace reflects this age-diverse workforce. How organizations embrace demographic changes has important implications not only for productivity but also for individual well-being, workplace culture, and community health. This article explores age-based bias in the workplace, highlights the value older workers bring to organizations, and outlines practical steps employers can take to build inclusive, age-diverse work environments

Understanding ageism in the workplace  

Ageism in the workplace is one of the least-discussed types of discrimination in society despite its prevalence. Ageism refers to treating an employee unfairly or denying opportunities, such as promotions, because of their age. Age-based bias in the workplace often stems from prejudices and uninformed opinions formed from superficial information. A common misconception is that older workers perform worse than younger employees. Ironically, research suggests that many employers believe older workers perform as well as, or even better than, their younger counterparts. However, stereotypes portray older workers as difficult to manage, resistant to change, technophobic, or less innovative. 

Marginalization of older workers in the workforce often surfaces in hiring practices, promotion decisions, organizational culture, and assumptions about adaptability, productivity, or technological competence. These biases are frequently embedded in systems rather than expressed as overt discrimination. Recruitment processes, rigid job designs, or leadership attitudes are some of the factors that unintentionally screen out older applicants or discourage continued participation. Over time, this creates a “leaky pipeline,” in which capable, healthy older workers are rejected or pushed out despite their willingness and ability to contribute. 

While we focus on age discrimination impacting older workers in this article, it is important to recognize that younger workers also face challenges and stereotypes in the workplace. They are often seen as disconnected, inexperienced, and their contributions are devalued. Regardless of age, we all have important contributions to our workplaces.

Benefits of hiring older workers  

With age comes ability. One of the most significant advantages older employees bring is their wealth of experience. Their ability to prioritize comes from years of navigating complex work environments. Findings suggest that older workers bring valuable resources to organizations, including a strong work ethic, problem-solving skills, loyalty, patience, broad know-how, negotiation skills, leadership, and relationship-building. These qualities support organizational stability, continuity, and effective decision-making. 

The role of older employees as mentors cannot be overstated. They serve as invaluable guides to younger colleagues, sharing wisdom and industry insights that only years of experience can provide. Their presence often helps reduce workplace stress and strengthen collaboration, particularly in environments that rely on teamwork and interpersonal skills. In this era of rapid technological change and artificial intelligence, organizations need established, skilled workers more than ever in roles that cannot be replaced by AI. While technology can enhance efficiency, it cannot replace the wisdom, empathy, and contextual understanding that come from older workers' lived experience. Nonetheless, many older workers are willing to embrace new technologies and adapt to industry shifts.

Combating ageism in the workplace  

Sidelining workers is a loss we cannot afford. Working to combat age discrimination is essential for companies that aim to create equitable, inclusive, and human-centered spaces. Rather than seeing older workers as exceptions or problems to accommodate, organizations can design workplaces that support people across the lifespan.  

This effort begins with leadership. When managers and supervisors value employees for their skills and contributions rather than their age, inclusion becomes part of the organizational culture. These practices often benefit workers of all ages. Equally important is focusing on collaboration rather than segregation. Knowledge-sharing should be reciprocal, with learning flowing both ways between older and younger employees. This reinforces mutual respect and prevents older workers from being positioned solely as “legacy staff” or informal trainers.  

The best way to fight age-based prejudice is through robust, systematic solutions. It is critical to have consistent protocols for supporting aging employees and making them feel included, respected, and appreciated. A few steps to make a company a better workplace for aging workers include:  

• Be inclusive: Embrace aging as it can be an incredible advantage; knowledge and experience are key to being an effective leader and employee. Multigenerational workplaces are beneficial not only for organizations, but also for personal and community well-being. Working alongside people of different ages increases social connection, reduces isolation, and challenges age-based stereotypes.  
• Create a culture of learning: Training and development opportunities should be available to all employees interested in learning and expanding their skills, regardless of age or position. A culture of education helps foster empathy and fights prejudice by dispelling misconceptions and addressing stereotypes.  
• Implement and enforce anti-discrimination policies: Company leaders should take time to understand relevant policies at both the state and federal levels and use them as frameworks for building internal policies that prevent age discrimination.  

Growing together

Supporting an aging workforce is not only beneficial to all of us, but it also helps maintain a healthy balance of skills in the workplace. By recognizing the value of older employees, addressing age bias, and fostering inclusive, multigenerational environments, workplaces can become spaces where people of all ages thrive. Aging at work is not a limitation; it is an opportunity to build healthier organizations and stronger communities.