Diversity in the workplace must include age

Overall, workplaces that employ a diverse group of people perform better because they leverage the strengths of individuals from different backgrounds to drive innovation, creativity, and organisational success. By embracing diversity, organisations can create more inclusive, engaging, and successful environments for employees and stakeholders alike.

However, diversity is often, erroneously, focused on creating a gender and racially balanced workforce.  Diversity initiatives often focus on gender and race for several very valid reasons, not least historical context and the greater level and prevalence of bias and discrimination in these areas.

But it’s critical that we start to factor age into our diversity initiatives sooner rather than later. 

Our traditional working age population is contracting at the same time as people are living longer than ever.  31.4% of all Australian’s are 50+, which equates to 9.3 million people and rising. By 2040, this will be 36.9% of the population or 11.8 million people.

To remain competitive and fill both skill and role-based vacancies, employers must start thinking more openly about hiring and retaining midlife workers – those workers aged 50+

In Australia, the Age Discrimination Act of 2004 protects individuals from age discrimination based on their being aged 45 years or older.  In other words, the Australian government believes that people aged 45 and over need additional workplace protection based solely on their age.

45 is not old.  45 is not even mature – it’s only just midlife.

We’re living longer, many of us are living healthier lives, the birth rate is slowing, and an older population is creating challenges that we haven’t faced before.

Our ageing population presents several issues for society in general, including:

• Economic pressure through increased health care and increasing aged care pension costs.
• A decline in the working age population and a consequent reduction in income tax yield.
• Greater levels of demand for aged care.
• And, according to the recent Intergenerational report from The Treasury, reduced productivity.

However, from an employment perspective, the biggest issue facing organisations is arguably the last bastion of socially acceptable prejudice in Australian workplaces – age discrimination.

According to the Voice of Experience, research undertaken by Denied to Many amongst 1,150 Australians aged 50+, just over 21% of Australians aged 50+ have experienced discrimination, solely based of their age, in their current workplace. 

Of this group, 49% were aged in their early fifties when they first experienced ageism in the workplace.  We seem hardwired to start discriminate against people from the age of 50 onwards which is why diversity in the workplace must include age diversity.

Recognising and valuing employees of all ages is essential for fostering an inclusive and dynamic work environment.

Incorporating age diversity into diversity, equity and inclusion (DEI) initiatives demonstrates a holistic approach to fostering a culture of belonging where employees of all backgrounds, ages, and identities are valued and respected. It also contributes to organisational success by promoting innovation, engagement, and adaptability in an increasingly diverse and interconnected world.

Yet despite this, according to PwC, only 8% of employers include age in their Diversity, Equity, Inclusion and Belonging strategy and from a recent AHRI study, only 12% of Australian HR professionals actively recruit people aged 50+.

Age should be a pillar in every DEI or employer brand strategy and age should also be considered intersectional, or a form of discrimination that individuals may experience because of the combination of multiple social factors, such as age combined with gender, or sexual orientation with disability.

Creating a more age-inclusive environment requires a concerted effort to recognise and value individuals of all age groups within the workplace. Here's a simple checklist to help organisations become more age-inclusive:

Assess your organisational culture

Evaluate the current culture to identify any age-related bias, stereotypes, or discriminatory practices and gain commitment from leadership to prioritise age inclusion and diversity as part of the organisation's strategic goals.

Age inclusivity training

Many organisations already provide training and development for diversity in general, or to reduce prejudice on grounds of gender or racial background, but few provide training and education to employees at all levels to raise awareness of age-related bias and promote understanding of the value of age diversity.

Review policies and practices

Review organisational policies and practices to ensure they are inclusive and do not discriminate against employees based on age. Make necessary adjustments to accommodate the needs of employees at different life stages.

Promote age diversity in recruitment

Actively recruit and hire candidates from diverse age groups to ensure a balanced and inclusive workforce. Avoid age-related bias in recruitment practices and in the language used in job advertisements.  Review your careers material for age bias in the imagery used as well.

Employee Resource Groups (ERGs)

Create an Employee Resource Groups (ERGs) dedicated to age diversity. These groups can provide networking opportunities, support, and advocacy for employees of all ages.  Advise and educate members of other ERGs on the intersectional nature of age discrimination and encourage them to share age inclusive practices with their members as well.

Age-friendly benefits

Offer benefits and perks that cater to the needs of employees at different life stages, such as wellness programs, parental leave, caregiver support/flexibility, retirement planning resources and confirm organisational procedures for additional superannuation contributions.

Continuous Improvement

Regularly review and evaluate age inclusion efforts to identify areas for improvement and solicit feedback from employees of all ages across the organisation.

By implementing these steps, organisations can create a more age-inclusive workplace where employees of all ages feel valued, respected, and empowered to contribute their unique talents and perspectives to the organisation's success.