Is age bias undermining your business resilience?

Lyndsey Simpson

Founder and CEO, 55/Redefined

We cannot afford for biases around age to influence workforce strategy,” says Sharon Bagshaw, Chief Client Officer at AMS.

Many organisations are clinging to outdated perceptions that employees over 50 years old are neither adaptable nor ‘tech-savvy.’

Advantages of a workforce with over-50 talent

Bagshaw explains how this could not be further from the truth. “Damaging stereotypes are holding businesses back in a market that is currently experiencing chronic skills shortages and huge demographic shifts. Ignoring employees aged over 50 is a huge, missed opportunity that could weaken your organisation.”

Companies that fail to take an intergenerational approach to talent are missing out on resilience, loyalty and experience. “Talent leaders should review hiring practices, create flexible career paths and develop overt attraction strategies that speak directly to the over-50 workforce,” she adds.

Age-inclusive companies experience
higher engagement and better
workforce resilience.

Age inclusion unlocks remarkable potential

“You need experience to train AI models, life experience to improve customer outcomes and softer skills like empathy and mentorship to strengthen your workforce,” insists Bagshaw. “These are the unique strengths that older employees bring.”

Age-inclusive companies experience higher engagement and better workforce resilience. Those without age-inclusive hiring strategies may be missing out on a golden opportunity — not just for business growth, but for an enhanced reputation.

Recognition of the importance of age inclusion as a strategic priority is the first step in unlocking untold business potential. AMS transforms how organisations attract and retain talent across all industries.