KEY FINDINGS
SHIFTING AGE PERCEPTIONS
• 24% now classify workers aged 51-55 as “older” (up from 10% in 2023)
• Workers considered “old” well before Australia’s retirement age of 65
RECRUITMENT GAPS PERSIST
• 55% of employers struggle with hard-to-fill vacancies
• Only 28% open to hiring 65+ workers vs 80% for 25-34 age group
• 18% won’t hire over-65s at all
COMPLEMENTARY STRENGTHS IDENTIFIED
• Older workers: more loyal (74%), reliable (64%), better stress management (62%) • Younger workers: tech-savvy (81%), fresh perspectives (73%), energetic (54%) • No performance difference between age groups (69% agree)
ACTIONABLE INSIGHTS
IMPROVE RECRUITMENT • Use age-neutral job ads and skills-based hiring • Remove birth dates/graduation years from applications • Train managers on unconscious bias
BOOST RETENTION • Offer flexible working (80% want this) • Implement phased retirement (49% interested, only 35% offered) • Focus on job satisfaction initiatives
PREVENT KNOWLEDGE LOSS • Create formal knowledge transfer processes • Only 13% consistently capture departing workers’ expertise • 59% report losing key skills when older workers leave
BUILD INCLUSIVE WORKPLACES • Expand hybrid working arrangements • Invest in cross-generational mentoring • Provide age diversity training (55% of orgs currently lack this)
Australia’s tight labour market creates opportunities, but age bias limits access to valuable talent across all generations.
(Based on the 2025 Australian HR Institute and Australian Human Rights Commission report)
