Increased life expectancy and declining birth rates are contributing to population ageing in the EU and around the world. Despite the increasing focus on diversity and inclusion that many organisations proclaim, age discrimination or 'ageism’ in the workplace is pervasive. Yet it is rarely addressed or even noticed. Ageism is associated with limited opportunities for older workers, disparities in hiring and promotions, and discriminatory practices, including forced early retirement. As an example, ageist language in job postings conveying preference such as 'digital native’, 'recent graduate’, young’, and 'energetic’ are examples of a recruiting practice that may involve systemic age discrimination. 

Research shows that people of all ages show bias against older adults, but the attitudes that underlie age bias are often rooted in falsehoods. Apart from having the obvious advantage of experience, aging often comes with strengths such as increased creativity, becoming more agreeable and conscientious, and better at regulating one’s emotions. Companies should make certain that recruiting and hiring pools are diverse–including age diversity. Focus on what the job actually requires from the new employee on day one and what skills can be trained when hiring for a new position. Use PI assessment data to look beyond demographic characteristics such as age – which has no correlation with on-the-job performance – and focus on what behaviours and cognitive ability the new colleague should have in order to be successful in the role. This approach reduces subjectivity and biases in decision-making, promoting fairness and inclusivity.