In an Age of Diversity and Inclusion, Ageism Remains the Most Widespread - and Socially Accepted - Form of Prejudice

In a world that’s finally embracing diversity and inclusivity, there’s one form of discrimination that still flies under the radar - and it’s arguably the most socially accepted of them all: ageism.

Whether it’s being passed over for a promotion, overlooked during the hiring process, or quietly excluded from training opportunities, older Australians are feeling the sting of prejudice based solely on the year they were born. And it’s not just anecdotal.

According to the World Health Organization, one in two people globally hold ageist attitudes. That kind of ingrained bias doesn’t just hurt feelings - it has real economic consequences.

The most recent Intergenerational Report from the Australian Treasury revealed that unless Australia significantly boosts productivity - particularly within its ageing workforce - our economy simply won’t keep up. Originally presented by Treasurer Jim Chalmers in 2023, the report projected that Australia’s population will reach 40 million within the next 40 years, with demand for aged care workers expected to surge. And yet, mature workers are still being sidelined.

Chalmers was clear: "If we don’t change course, we’re staring down slower growth and lower living standards." 

But the good news? This isn’t a done deal. The report also highlights a roadmap to flip the narrative - one that includes embracing new technologies, lifting workforce participation, and investing in older Australians and their skills.

Just because you're older doesn’t mean you’ve missed the boat - far from it. Some of the world’s most recognisable names didn’t find their groove until much later in life. Vera Wang didn’t start designing dresses until 40. Julia Child’s first cookbook didn’t hit shelves until she was 50. Colonel Sanders was 65 when he launched KFC. And right here in Australia, Maggie Beer built her food empire in her 50s and still hasn’t slowed down. These aren’t rare flukes - they’re proof that success doesn’t come with an expiry date. Life after 50 can be the perfect time to try something new, build something bold, and finally back yourself.

So, what needs to change?

Let’s start by calling it out - ageism isn’t always loud or obvious. Sometimes, it’s a job ad full of buzzwords that clearly speaks to a younger crowd. Sometimes, it’s a hiring manager quietly assuming someone over 50 won’t be up to speed with the latest tech. And sometimes, it’s just a feeling - being overlooked for training, sidelined in meetings, or sensing that your years of experience are being quietly dismissed as "outdated." The truth is, many older Australians still have fire in the belly. They're not slowing down - they’re launching businesses, switching careers, chasing goals, and proving there’s no age limit on growth. But first, the world has to stop seeing age as a liability, and start seeing it for what it really is - a superpower.

*Nicole, a Northern Beaches local, has been looking for full-time work for nearly two years. She’s 58, a single mother whose kids have now flown the coop, and after years of running her own business working around juggling her children, she’s ready to clock in for someone else - to be part of a team, not the boss.

“I’m told I’m overqualified, and then I’m told I don’t have specific enough experience. It’s like an echo chamber,” she says.

Her voice is calm, but you can hear the quiet frustration underneath.

“My full-time job feels like it’s trying to find a full-time job. It’s depressing.”

Nicole is one of many mature-age Australians who have spent decades working, raising families, building businesses - and now, just when they finally have time to work in a new way, they’re being shut out.

“I don’t want to keep running my own show,” she says. “I want to work for someone else. I want structure, a team, something different. But it feels impossible.”

She laughs softly. “I'm still only in my 50s. I look younger. I feel younger. But I get the sense that employers just see a number.”

What stings most is the assumption that maturity equals inflexibility, or that stepping back from leadership means she’s given up.

“I’d love to finally work full-time and use all the skills I've acquired. After a divorce a decade ago, I’m starting over financially and I'm struggling to even pay rent. I’m willing. I’m capable. I just need a chance.”

Nicole’s story isn’t rare. It’s the reality for countless Australians navigating a job market that quietly tells them they’re “too much” or “not enough” - depending on the day.

Tackling this starts with changing the conversation. That means more public awareness, more media attention, and policies that actively support older job seekers and upskilling programs. Small businesses - often flexible and community-focused - are well placed to lead this change. So too are employers who are willing to share their success stories of mature-age hires, stories that challenge the stereotypes and highlight just how much value, stability, and skill older workers bring to the table.

But it's not just about older workers. Ageism also hits younger people - particularly when they're seen as "too green" or "not experienced enough" to be taken seriously in more senior roles.

If Australia wants a resilient, future-ready workforce, we need to make age diversity a priority. Because experience isn’t something to shy away from - it’s something to celebrate.

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