Every year, organisations around the world celebrate a wide range of diversity and inclusion initiatives. These events create opportunities to raise awareness, share experiences and encourage positive action. Yet despite growing recognition of diversity in the workplace, one characteristic continues to receive less attention than many others...Age. Age influences how people enter the workforce, develop their careers, access opportunities and experience workplace culture. It shapes the experiences of younger workers seeking to establish themselves, mid-career professionals navigating change and older employees looking to continue contributing their skills and expertise...Age affects everyone. That is why International Age Diversity Day was created. Since its launch in 2019, International Age Diversity Day has provided an opportunity for organisations, leaders and individuals to champion age inclusion and challenge age-based stereotypes wherever they exist. The movement continues to grow, and in 2026, the theme is simple but powerful - Set Your Benchmark. Why Age Inclusion [...]

Over the past decade, organisations have made significant investments in diversity, equity and inclusion. Many now collect data, monitor progress and report against objectives relating to gender, ethnicity, disability and other important dimensions of workplace diversity. Yet when it comes to age inclusion, many organisations face a fundamental challenge. They know age matters...they recognise the value of attracting, retaining and developing talent across all age groups...they understand that demographic change, longer working lives and multigenerational workforces are reshaping the world of work...BUT...they often struggle to answer a simple question - How age-inclusive are we today? Without a clear answer, it becomes difficult to identify priorities, measure progress or demonstrate impact..this is why measurement matters. The Challenge of Invisible Progress Many organisations have taken positive steps towards age inclusion. They may have introduced flexible working arrangements, reviewed recruitment practices, launched employee networks or delivered awareness training. These initiatives can be valuable. [...]

For much of modern employment history, workplaces were relatively age-homogeneous. Employees often followed similar career paths, retired at broadly similar ages and worked within clearly defined organisational structures. Today, that picture has changed dramatically. Many organisations now employ four generations simultaneously and, in some cases, five generations are beginning to emerge within the workforce. Employees may range from those just entering employment to colleagues with decades of experience who continue to work beyond traditional retirement ages. This demographic shift is one of the most significant workplace transformations of our time. Yet while organisations have invested considerable effort in understanding cultural diversity, gender diversity and other aspects of inclusion, many are only beginning to recognise the opportunities and challenges associated with age diversity. The question is no longer whether organisations will become multigenerational. The question is whether they are prepared to make the most of it. A New Workforce Reality Longer [...]

Over the past decade, diversity, equity and inclusion (DE&I) has become a strategic priority for many organisations. Employers have invested in programmes, policies and initiatives designed to create more inclusive workplaces and improve representation across a range of characteristics. Yet despite this progress, one dimension of diversity continues to receive significantly less attention than others: age. Recent academic research has highlighted a phenomenon described as "ambivalent inclusion", where older workers may be formally included within diversity initiatives but continue to experience exclusion through workplace attitudes, assumptions and organisational practices. The findings raise important questions about whether many organisations have truly integrated age into their inclusion strategies. For employers seeking to build genuinely inclusive workplaces, the message is clear, recognising age diversity is not the same as achieving age inclusion. Progress Has Been Made - But Age Often Remains Invisible Most organisations now recognise the value of diversity, many have established [...]

Artificial intelligence (AI) is often portrayed as a force that will transform work, disrupt careers and reshape organisations. Much of the public discussion has focused on automation, job displacement and the need for new digital skills. Yet a growing body of evidence suggests a more nuanced reality may be emerging. Recent reporting on a global CEO survey found that many business leaders expect AI to reduce demand for some entry-level roles while increasing the value of experienced employees who can provide judgement, context and decision-making. This challenges a common assumption that technological change inevitably disadvantages older workers. For organisations seeking to build age-inclusive workplaces, this development raises an important question. Could AI become an unexpected ally for older workers? The Traditional Narrative Historically, discussions about technology and age have often been framed through a deficit lens. Older workers have frequently been portrayed as less adaptable, less digitally capable or more [...]