Why age diversity is important in the workforce 

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Age bias hinders individuals from engaging fully in their community. Age discrimination has to be acknowledged and tackled to be defeated. 

Research has shown that age-related prejudice is linked to negative ideas and preconceived notions. Due to their years of age, younger staff members can be considered sluggish, less reliable, less meticulous, more disorganized, self-centered, and uninspired, according to The London School of Economics and Political Science. 

The London School of Economics and Political Science also states, “Younger workers can be overlooked for training opportunities, greater responsibilities, and promotions. Younger workers also receive lower pay and benefits than similarly experienced older workers (Duncan & Loretto, 2004).” The stereotypes of younger workers not being reliable or experienced enough to do their jobs prevent them from going far in their careers from some employers. 

Regina Phelps (Twitter: @ReginaPhelps  LinkedIn: Linkedin.com/in/reginaphelps) 

In an interview with Regina Phelps, thought leader, consultant, author, and speaker, we discussed the importance of age diversity in the workforce. 

Age Diversity and Organizational Success

Some businesses may need to recognize a link between staff age diversity and organizational effectiveness. Vervoe says, “Age diversity is like any other type of diversity: employees of different ages bring different skills, experiences, and viewpoints to the table, helping to increase innovation and creative problem-solving. Employees of different ages bring different skill sets to the table.” 

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Increasing age diversity directly influences the success of an organization, similar to other kinds of diversity. The effects of age diversity on staff retention, engagement, and inspiration emphasize the importance of age variation in work environments. 

These are a few of the more important business advantages of age diversity in work, according to Vervoe.

“5 benefits of age diversity in the workplace, according to OECD.”

Each generation has something to offer an organization, whether more technology skills or doing something traditional. According to SageJournals, “The employees of Generations X, Y, and Z have different skills and perceptions regarding their jobs, and organizations face multidimensional challenges due to the age differences among the employees (Rhoades & Eisenberger, 2002; Witt & Wilson, 1991).” 

Not every company emphasizes inclusiveness and diversity. Inclusiveness extends above acknowledging diversity through creating an atmosphere at work where every person may express oneself while being secure and appreciated. According to the Shirm Foundation Executive Briefing, “PwC’s 2015 Annual Global CEO Survey reported that 64 percent of CEOs had a strategy to promote diversity and inclusion (D&I).” 

Breaking Age Stereotypes and Promoting Inclusion

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Multiple points of view are vital; examining across ages shows different opinions, similar to how ethnic background, gender, and sexual orientation offer. Regina Phelps says, “I am 71. I see things differently than you do; it does not mean that either one of us is right or wrong, but we have a different lens, and so I think that when we have all these unique experiences and insights when you bring them together, I think it makes for a richer place to be.” 

“My mom gave me excellent advice years ago. She said Regina, you have to make sure you have many different people in your life of all ages. She had people in her life that were half her age, and it just made it a richer experience for her, and I think that is important”, says Regina Phelps.

There is age diversity in teams’ productivity whenever organizations participate in complex decisions. The Shirm Foundation Executive Briefing states, “Age diversity can improve organizational performance, and HR practices that improve the age diversity climate within an organization have the potential to improve performance and lower employee turnover further.” 
However, old prejudices persist to affect attitudes at work of age. An example from The Shirm Foundation Executive Briefing mentions, “Statements such as “he is too old to learn a new computer program” or “she is too young to lead a team” diminish the value and qualifications of the people involved.” With years of age, a worker’s knowledge and skills grow. Young individuals having outstanding abilities and interests should not feel restricted by their years of age. In the same way, older individuals should not just be “replaced” because of their age. Many employees of different ages have something unique to bring to the workplace.