Artificial intelligence is rapidly becoming part of everyday work. Generative AI tools can draft documents, analyse data, summarise research and support decision-making. Across industries, organisations are exploring how these technologies can increase productivity and improve efficiency.
In parallel with these technological changes, another major shift is reshaping the labour market: the workforce is becoming more age diverse. Many organisations now employ people across four or even five generations.
It is therefore not surprising that public debate often frames artificial intelligence as a generational issue. Younger workers are frequently portrayed as “digital natives” who will benefit from new technologies, while older workers are sometimes assumed to struggle to adapt.
However, this narrative risks oversimplifying a more complex reality.
Recent research suggests that the impact of AI depends less on generational differences and more on how work itself is structured. Artificial intelligence does not typically replace entire occupations. Instead, it changes how specific tasks within jobs are performed. Generative AI systems can assist with drafting documents, analysing information and generating ideas, but they usually work most effectively when combined with human judgement and oversight.
This means that the effects of AI are shaped primarily by three factors:
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the tasks workers perform
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access to training and reskilling opportunities
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the design of career pathways within organisations.
These structural factors influence how individuals at different career stages experience technological change:
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Early-career workers may benefit from tools that accelerate learning but may also face reduced entry-level opportunities if routine tasks are automated.
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Mid-career professionals may experience productivity gains alongside higher expectations for output.
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Experienced workers may benefit from automation of administrative tasks while needing opportunities to update their skills.