Ageism at Work: Why Your Company Might Be Overlooking Its Strongest Talent

A new survey out of Australia revealed a troubling workplace truth: older workers are still being sidelined, despite being just as cognitively capable as their younger counterparts. According to the Australian HR Institute and Human Rights Commission, workers in their 70s today perform cognitively like 53-year-olds did in 2000. Yet, bias persists.

It’s not just an Australian problem.

In Canada, nearly 60% of workers over 45 report experiencing age discrimination. And that number rises when factoring in hiring, promotions and training access. Even as we talk about skills shortages and retention, we too often overlook a highly experienced, loyal and capable segment of the workforce.

Ageism is systemic—and avoidable.

Bias against older workers is rarely overt. It shows up in job ads seeking "digital natives," training programs designed only for junior staff, or assumptions that older workers can’t adapt to change. But research tells a different story: older employees offer sound judgment, resilience and deep institutional knowledge.

Click to Download Ageism in Canada: Fast Facts for Employers

HR Checklist: Making Age Inclusion Real

Here’s how Canadian employers can take action today:

1. Audit your job postings.

Avoid age-coded language like “energetic,” “digital native,” or “early in their career.”

2. Expand access to training.

Ensure mid- and late-career employees are included in leadership development and upskilling efforts.

3. Rethink performance reviews.

Ensure evaluations focus on output and impact, not outdated assumptions about adaptability or tech-savviness.

4. Offer flexible pathways.

Consider phased retirement, mentorship roles and flexible work arrangements that support continued contribution.

5. Build awareness.

Deliver unconscious bias training that includes ageism, alongside race, gender and other protected grounds.

Bottom Line

Canada, like many other countries, is aging. But that doesn’t have to be a workforce crisis - it can be a strength. HR leaders who get ahead of ageism will retain critical knowledge, reduce turnover and build more inclusive cultures.

Want help developing an inclusive hiring and retention policy? Reach out - we’re happy to share tools and training that work.