Key Takeaways
- Combat ageism in the workplace and unlock the “age advantage” to future-proof your teams as the Australian workforce shifts toward a multigenerational reality by 2030.
- Data debunks common ageism myths, showing that workers over 50 are tech-resilient, highly reliable, and aren't a flight risk.
- Audit your job ads for age-coded language like “digital native” and focus on specific skills and outcomes to attract experienced talent.
- Humanise the shortlisting process to prevent AI and ATS algorithms from filtering out older applicants due to non-linear career paths.
- Diverse interview panels are key to an age-inclusive journey, ensuring different perspectives are represented throughout the hiring process.
As a recruiter at Aquent, I see firsthand how the “war for talent” is intensifying across design and technology. Yet, a massive, highly skilled talent pool is often overlooked due to one of the last “socially acceptable” prejudices that continues to reside in Australian workplaces: ageism.
The reality of Australia’s workforce is changing rapidly. By 2030, there will be more people aged 50+, with one in three Australian workers already aged over 50. Despite this, over 53% of these professionals have experienced age-based discrimination when looking for work, leaving a growing cohort of skilled workers untapped and underutilised.
It’s time to move past the myths and embrace the age advantage of multigenerational teams.
Busting ageism myths
To build truly innovative teams, we must challenge the misconceptions that frequently hold back experienced workers:
Myth: They aren't tech-savvy.
Reality: This is an outdated stereotype. Many workers over 50 have navigated every major workplace tech shift from typing pools to Generative AI.
Myth: They are less productive.
Reality: Research shows older employees often demonstrate lower absenteeism, higher reliability, and stronger engagement.
Myth: They won't stay long.
Reality: When hired in their 50s, people stay with an organisation for over 6.5 years on average.
3 steps to start your age-inclusive journey
Becoming an age-inclusive employer doesn't happen by accident; it requires deliberate action. And we don’t just talk the talk when it comes to ageism, here at Aquent, we’ve partnered with APSCo Australia and AgeInc to become the first Age Inclusive Recruiter in our space.
In support of this, in collaboration with AgeInc, we’ve also produced an age-inclusive hiring guide, The Age Advantage, to help workplaces embrace age-diverse teams with actionable steps and strategies to combat ageism, gain a competitive edge, and tap into an underserved talent pool.
Here are three ways to start today:
- Audit your job ads: Remove age-coded language like “digital native” or “recent grad”. Focus on skills and outcomes rather than a specific number of years of experience.
- Diversify your interview panels: Include a mix of ages on your panels to bring different perspectives and make all candidates feel comfortable.
- Humanise the shortlist: AI in applicant tracking systems (ATS) can sometimes filter out older applicants because of algorithmic bias toward linear career paths. Use human recruiters to audit AI-led shortlisting.
Aquent's commitment to combat ageism
At Aquent, we believe experience is a superpower, not a shortfall.
As the first marketing, design, and tech recruiter to partner with APSCo Australia and AgeInc on their Age Inclusive Recruiter program, this partnership gives our team specialised training and data to help our clients build diverse, multigenerational teams that thrive.
The future of work is multigenerational. Are you ready to unlock the wealth of knowledge that experienced talent brings?
Let’s build a stronger, age-inclusive workforce together.
About the author
Here at Aquent Vanessa Dolan specialises in recruitment for Digital Design and Development across freelance, permanent and contract roles. Vanessa has 20+ years global advertising experience working in Australia, Amsterdam and the Middle East, and for the past 4 years, she has been specialising in the recruitment of extraordinary talent in Australia. Vanessa is also an active coach for graduates wanting to enter the creative market, and a mentor for women working in marketing. In her spare time you will find Vanessa either in the gym, kickboxing, or at home doing yoga — all depending on how her day went.
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