Few workplace developments are attracting more attention than artificial intelligence. From recruitment and talent management to learning and productivity, AI is reshaping how organisations operate. Yet as employers embrace new technologies, important questions are emerging about the relationship between AI and age inclusion.
Recent research and legal commentary have highlighted concerns that AI-driven recruitment systems may unintentionally reproduce age bias. Algorithms trained on historical data can inadvertently favour particular career pathways, language patterns or employment histories that correlate with age.
These concerns should not be dismissed, we see that Technology is not inherently neutral. AI systems reflect the data, assumptions and design choices upon which they are built. If organisations are serious about diversity and inclusion, age must form part of AI governance conversations.
However, focusing solely on risk tells only half the story, AI may also increase the value of experience. As routine tasks become increasingly automated, human capabilities such as judgement, contextual understanding, relationship management and complex decision-making become more important. These are capabilities frequently associated with accumulated experience.
Interestingly, recent workforce research suggests organisations may need to work harder to ensure AI complements rather than replaces intergenerational learning. Nearly half of employees surveyed by O.C. Tanner reported that organisational encouragement to use AI had reduced their reliance on human experts.
Technology should amplify experience, not replace it.