When most companies talk about diverse hiring, they think race, gender, or background. Age diversity rarely makes the list — and that’s a mistake. Picture a worker in their 50s or 60s. If you imagine someone resistant to change or lagging behind in a tech-driven workplace, you’re relying on a myth that’s not just outdated — it’s hurting your business. Start to build Age-Ready Workplaces, because mature workers aren’t winding down — they’re ramping up. And the companies that recognise this shift are the ones best positioned to succeed in the future of work.
The Demographic Reality
Globally, people over 65 made up just 5% of the population in 1950. Today, as of January 2024, over 21.6% of the EU population is aged 65 and older, expected to rise to 32% by 2050. The share of individuals aged 55 and older will reach 40.6% by 2050.
This isn’t just a demographic shift — it’s an economic and workforce transformation.
Here’s why Age-Ready Workplaces matters:
✅ Lower employee turnover
✅ Higher emotional intelligence
✅ Stronger team collaboration
✅ Unique insight into the €22 trillion longevity economy
Yet persistent ageism in the workplace paints older workers as slow, costly, and digitally challenged. This is not only inaccurate — it’s a strategic risk.
The Business Case for Older Talent
Older workers contribute to employee retention, leadership stability, and cross-generational knowledge transfer. They mentor. They lead with empathy. And in many sectors, they bring insights you simply can’t train for.
Look at the pandemic. Tens of thousands of retired professionals returned to the workforce. They were described not as obsolete — but as essential.
Companies like Warby Parker tapped into older markets and saw exponential growth — only after including mature perspectives in both product development and team structures.
Innovation and Inclusion Go Hand in Hand
Older workers aren’t just reliable — they’re innovative. They’ve adapted through decades of industry change. They can guide product development, customer insights, and strategic planning in ways no textbook can.
Ignoring this group doesn’t just exclude people — it leaves money on the table.
Digital Skills Don’t Expire
The stereotype that mature employees can’t handle new tech is dead wrong. During the pandemic, older workers mastered remote work tools, CRMs, and cloud collaboration right alongside their younger peers.
Where digital skills gaps exist, training works. What matters isn’t age — it’s access.
Companies like Salesforce, Google, and Best Buy have launched highly successful digital upskilling programs targeting older professionals. The result? Engagement, productivity, and loyalty.
5 Practical Strategies for Age-Ready Workplaces
Want to make your organisation more inclusive of all generations? Start here:
1. Embed age in your DEI strategy
Set benchmarks for age-inclusive hiring and track progress.
2. Use behavioural tools like Extended DISC®
At Mentor EU, we use the Extended DISC Assessment® to decode communication styles, identify potential friction points, and build stronger intergenerational teams.
3. Offer flexible, phased retirement options
Design roles around impact, not just hours.
4. Create lifelong learning paths
Invest in continuous training and digital literacy — for everyone.
5. Remove age bias from recruitment
Eliminate terms like “digital native” from job ads. Ensure your hiring tech isn’t filtering out experienced applicants.
The Bottom Line
Workforce longevity isn’t a problem to solve — it’s a powerful asset to leverage. Age brings perspective, stability, and resilience. Companies that embrace this will be more innovative, more adaptive, and better positioned to lead.
Those who don’t? They’ll find themselves hiring and rehiring while others grow stronger through intergenerational collaboration.
Now’s the time to build a truly inclusive, age-ready workforce.
→ Ready to future-proof your talent strategy?
Let Mentor EU show you how the Extended DISC Assessment® can help your teams thrive across generations.
