Age diversity: Building stronger teams across generations

Creating a workplace that values age diversity is not just about ticking the inclusion box — it’s about recognising the unique contributions of employees across generations and leveraging them for organisational success. 

As businesses navigate increasingly complex challenges, diverse perspectives are more valuable than ever. Embracing age diversity can help your workplace become more innovative, adaptable and resilient.

Let’s take a look at the generations at play in the workplace today, the business benefits of age diversity and practical tips on how to manage multiple generations effectively in a modern workspace.

Related: A guide to supporting neurodiversity in the workplace

How many generations are actively working today?

We live in an exciting, dynamic time — today, workplaces today are home to five distinct generations:

• Traditionalists (born before 1946): Though largely retired, some Traditionalists still contribute as consultants or part-time employees.
• Baby Boomers (1946-1964): Many Baby Boomers are delaying retirement, bringing decades of experience to their roles.
• Generation X (1965-1980): Often referred to as the “latchkey generation,” Gen X prioritises work-life balance while driving organisational strategies.
• Millennials (1981-1996): Known for their tech-savviness, Millennials value purpose-driven work and flexible working conditions.
• Generation Z (1997-2012): As digital natives, Gen Z is just entering the workforce, bringing fresh perspectives and a strong inclination toward social justice.

What’s more, Generation Alpha isn’t far behind — we expect them to start entering the workforce in just a few years’ time!

This unprecedented mix of generations in the workplace provides an opportunity to draw on a broad spectrum of skills and experiences. Yet, it also brings challenges, as each group may have differing communication styles, values and expectations.

What’s the business benefit of prioritising age diversity?

Prioritising age diversity has been shown to lead to a number of benefits for organisations. Research by McKinsey & Company has shown that diverse teams outperform their peers, with companies in the top quartile for diversity being 35% more likely to achieve above-average profitability. Here’s how age diversity contributes to business success:

• Broader perspectives: Teams with a mix of generations can approach problems from different angles, resulting in more innovative solutions.
• Knowledge sharing: Older employees bring historical knowledge and industry insights, while younger ones contribute fresh ideas and familiarity with emerging technologies.
• Improved employee engagement: A workplace that respects and values all age groups is likely to be more inclusive, which can improve morale and productivity.
• Stronger decision-making: Diverse perspectives help challenge assumptions, reduce groupthink and lead to better-informed decisions.

Don’t write off older employees — they have a lot to offer

Despite the advantages of age diversity, older employees are sometimes overlooked in favour of younger talent. This approach is short-sighted and ignores the wealth of experience older employees bring to the table. 

Here are just a few reasons why older employees deserve recognition:

• Mentorship potential: With decades of experience, older employees are well-equipped to mentor younger colleagues, creating a culture of continuous learning.
• Stability and loyalty: Studies show that older employees tend to stay longer with an organisation, reducing turnover costs. Our own benchmark data shows that, across sectors, 73% of employees aged 60 and older say they would like to still be working for their company in two years’ time, compared to only 57% of those aged between 18-29.
• Adaptability: Contrary to stereotypes, many older employees have adapted to new technologies and processes throughout their careers, making them valuable in times of change.
• Deep networks: With longer careers come broader professional networks, which can benefit business development and partnerships.

Famous examples of how companies and age-inclusive practices

• John Lewis – The retailer improved its appeal for older workers by allowing flexible hours to accommodate caring responsibilities.
• McDonalds – Launched a recruitment campaign targeting older workers.
• Frog – Social network Frog regularly advertises for ‘senior interns’ to coach, train and support junior colleagues
• Unilever – Unilever’s U-Work model seeks to combine flexibility and security and is designed to support ‘perennials’ (workers over-50).
• Saga – offer ‘Grandparents Leave’ so employees can take a week of paid leave to celebrate the birth of a grandchild

5 Tips for managing age diversity in your workplace

Effectively managing age diversity requires a thoughtful approach. Below are some tips to help:

1. Create opportunities for cross-generational collaboration

Encourage employees of different age groups to work together on projects. This builds mutual understanding and helps break down generational stereotypes. For example, pairing older employees with younger ones in reverse mentoring programmes can be highly effective.

2. Offer flexible working arrangements

Different generations often have different priorities. While Millennials and Gen Z may seek flexible hours to pursue personal interests, Baby Boomers might appreciate part-time options as they transition to retirement. Providing flexibility can cater to these diverse needs.

3. Adapt communication styles

Each generation has its preferred communication methods. While younger employees might favour instant messaging, older employees might prefer emails or face-to-face conversations. Adapting communication methods to suit individual preferences can reduce misunderstandings and increase efficiency.

4. Invest in training and development for all

Offer training opportunities that cater to all generations. For example, provide tech training for older employees and leadership development for younger ones. This shows that your organisation values growth for everyone, regardless of age.

5. Avoid age-related biases

Be conscious of age biases during hiring, promotions and evaluations. Use structured interview processes and clear performance metrics to ensure decisions are based on merit rather than assumptions about age.

Embracing age diversity is about recognising that every employee — regardless of age — has something valuable to contribute. By creating an inclusive environment that values different generations, organisations can build stronger, more innovative teams. Age diversity not only benefits employees but also drives organisational success, making it a priority worth pursuing.

For organisations looking to understand and improve their workplace culture, conducting a diversity and inclusion survey is an excellent starting point. Enquire today to learn how to make your workplace truly inclusive.