At The Small Consultancy, we know that great talent doesn’t come in one shape, size, or age. But in a world where workforce demographics are shifting fast, organisations must be proactive — not reactive — in how they approach talent. That means rethinking assumptions, reassessing strategies, and recognising that age-inclusive hiring isn’t just valuable, it’s vital.
A Wake-Up Call for Talent Leaders
We’re witnessing a perfect storm: declining birth rates, longer life expectancy, and a wave of early retirements. Combined, they’re creating a critical shortage of skilled workers across Western economies — with the OECD estimating a global shortfall of 50 million skilled workers by 2030.
In the UK alone, over 3.5 million people aged 50–64 are currently out of work, many due to ill health, lack of flexibility, or being overlooked during hiring (according to Centre for Ageing Better).
This isn’t just a future problem. It’s happening now.
And yet, many businesses are still overlooking one of the most capable and motivated talent pools available: adults aged 50 and over.
Why Age-Inclusive Strategies Make Commercial Sense
This isn’t about doing the right thing — it’s about doing the smart thing.
Hiring older workers brings tangible business benefits. They offer not only deep expertise, but also emotional intelligence, resilience, and a stabilising presence in fast-paced, high-growth environments. Many are eager to retrain, embrace new challenges, and contribute meaningfully to modern workplaces.
According to 55/Redefined’s ‘Unretirement Uprising’ report (2022), 89% of over-50s would consider returning to work or staying longer if more flexible or meaningful roles were available.
Meanwhile, PwC research shows that companies with inclusive employment practices see up to 35% better performance in comparison to those that don’t.
By ignoring this demographic, businesses are turning away loyal, high-performing talent that can raise the bar across teams and generations.
A Generational Advantage
When organisations build intergenerational teams, everyone benefits.
Younger employees gain access to mentorship. Older employees feel valued and energised. The business reaps the rewards of greater collaboration, knowledge transfer, and — studies show — significantly improved outcomes.
In fact, organisations that effectively harness the power of age diversity see financial performance increase by up to 19%, and productivity jump by as much as 35%, according to research from Harvard Business Review and AARP.
At The Small Consultancy, we’re seeing this in action with our clients: those who embrace inclusive hiring see stronger employee engagement, improved retention, and enhanced brand reputation.
How to Take Action
It starts with mindset, but it succeeds with structure.
We help high-growth businesses reframe how they think about age — not as a barrier, but as a business advantage. That includes:
- Auditing your talent strategy for unintentional bias or age-related gaps
- Redesigning job ads and recruitment journeys to attract broader demographics
- Embedding inclusion into your EVP to ensure all generations feel seen
- Championing flexibility, which is often the key to unlocking older workers’ potential
It’s time to stop seeing age as a risk — and start seeing it as a resource.
Want to talk talent strategy?
We help businesses scale with purpose by building inclusive teams fit for the future.
Let’s make sure age is part of that conversation.